My dissertation consists of three essays on the Korean labor market. The first essay studies how the extensive provision of maternity leave and childcare leave in Korea affects the employment and wages of young women. This reform is expected to increase the labor supply and decrease the labor demand for young women. As a result, the mean wage of young women should fall. But the direction of the change in their employment probability is hard to infer because it depends on the relative magnitudes of the shifts of the labor supply and demand curves. A difference-in-difference-in-differences model having older women, older men, and young men simultaneously as the control group suggests that neither the employment nor the hourly wages of young women are affected. The second essay explores why married men have higher hourly earnings and employment propensity than otherwise comparable single men. In a fixed effects regression, which controls for the selection of more productive men into marriage, married men do not experience faster growth in earnings and employment rate before marriage. Rather, when marriage takes place, the earnings of married men start increasing relative to those of single men. Also, that South Korean men have a greater earnings growth after marriage than U.S. men is consistent with the national difference in the degree of specialization within married households. Married men are more likely to work than single men only for the first few years of marriage, and single men outperform married men afterwards. The final essay studies why gender differences in earnings and earnings growth exist among new Korean college graduates before women take time off of work for marriage and motherhood. I find that women do not face an initial earnings gap after graduating college compared to men who finished military service. The lower earnings that women receive can be entirely explained by the difference in age at graduation between men and women. However, women's earnings grow slower than those of men who finished military service. This is partly because a greater percentage of women graduate from colleges of education, which provide slower earnings growth than other types of colleges. Most of the gender difference in earnings growth remains unexplained. / text

published_or_final_version / Education / Master / Master of Education

Μέχρι σήμερα δεν έχει γίνει καμία προσπάθεια σύνδεσης της τεχνικής εκπαίδευσης με την αγορά εργασίας. Για το λόγο αυτό, στόχος της διατριβής είναι η διερεύνηση της απασχόλησης των αποφοίτων σε θέσεις εργασίας που έχουν άμεση σχέση με τις σπουδές τους, δηλαδή η αντιστοίχιση της εκπαίδευσης με την απασχόληση. Η έρευνα(ποιοτική και ποσοτική)αναπτύχθηκε στους Νομούς Θεσσαλονίκης και Αχαϊας και βασίστηκε σε δομημένο ερωτηματολόγιο. Από την έρευνα που πραγματοποιήθηκε διαπιστώθηκαν, μεταξύ άλλων, και τα εξής: η ανεργία μεταξύ των αποφοίτων είναι πολύ υψηλή εφόσον σε μεγάλο ποσοστό εργοδοτών τα πτυχία των αποφοίτων δεν αντιπροσωπεύουν τίποτα. Επιπλέον, οι απόφοιτοι δηλώνουν ότι μέχρι σήμερα ετεροαπασχολούνται σε εργασίες άσχετες με την εκπαίδευσή τους, ενώ πολλοί είναι και εκείνοι που δεν έχουν εργασθεί ποτέ, επειδή δε βρίσκουν καμία εργασία στην ειδικότητά τους ή σε άλλη ειδικότητα. Τα συμπεράσματα της έρευνας δίνουν έναυσμα για τη διατύπωση προτάσεων που θα συμβάλλουν στην επίλυση του προβλήματος της ανεργίας των αποφοίτων της τεχνικής εκπαίδευσης,όπως η ανανέωση των προγραμμάτων σπουδών, και η εφαρμογή πρακτικής άσκησης των μαθητών σε επιχειρήσεις, η οποία μπορεί να επιτευχθεί μόνο μέσω της ουσιαστικής αρωγής της ουσιαστικής αρωγής της πολιτείας. / Until today, it has not been made any effort to connect the vocational education with labour market. For this reason, the aim of the thesis is the examination of the employment of graduates in job positions that are directly ralated with their studies, which means matching and schooling. The research (qualitive and quantitive) was developed in Prefecture of Thessaloniki and Achaia and was based on a strustured questionnaire. The results of the research, among others, are the following: The unemployment level is very high among the graduates, by the time that a great percentage of employers do not recognize their diplomas. Moreover, almost half of the graduates declare that until today they are employed in jobs, irrelevant to their education, while many others have never been employed because they could not find any job in their speciality or in any else. The conclusions of the research can be taken as a suggestion for the solution of unemployment problem of graduates of vocational education, like the renewal of time- tables and application of practice of students in enteprices, that can be achieved only through the essential help of public sector.

This thesis consists of an introductory part and four papers. Paper [I] estimates jointly the choice of whether to enroll in education and the choice of location among young people. Being a particularly mobile group, the location choices of young individuals shape much of the regional distribution of human capital, growth, and local public sector budgets. Applying Swedish register data on nest leavers, we seek to determine factors deciding the education and location choice of young people. The results indicate a systematic selection higher education based on school grades and preferences for locations with higher per capita tax bases and with lower shares of elderly people. The importance of family networks for the choice of location is confirmed.              Paper [II] examines how individual ability, reflected by the grade point average (GPA) from comprehensive school affects the probability of migration among university graduates. The econometric analysis applies detailed micro-data of two entire cohorts of young individuals retrieved from the Swedish population registers. The results indicate that individual abilities are strongly influential both concerning completion of a university degree and for the migration decision. In addition, we find a positive relationship between the GPA and migrating from regions with lower per capita tax bases and/or a relatively small share of highly educated individuals. Analogously, individuals with a high GPA tend to stay in more densely populated regions, suggesting a clustering of human capital vis-à-vis school grades.  Paper [III] estimates the relationship between migration across labour market regions and the subsequent changes in earnings by using the GPA from the final year of comprehensive school as a proxy for ability. This measure aims to capture heterogeneity in the returns to migration for individuals conditional on education attainment. Using Swedish register data on young adults, a difference-in-difference propensity score matching estimator is applied to estimate income differences measured up to seven years after migration. The results show variation between different ability groups regarding the returns to regional migration. There are indications of larger gains for individuals holding top grades, while the bottom half seems to benefit less, or face slightly negative effects. Paper [IV] examines whether power couple formation and the location choice of such couples are driven by factors already inherent in young people during their formative school years. The paper also extends the analysis by modeling location choice among different sizes of labor market areas, given different power statuses of the couples. Based on analysis of Swedish register data, we produce evidence that power spouses evolve from the population of high achieving school age individuals; the latter is identified by high academic performance during their years of compulsory school. Regarding location choice, the results indicate that power couples display a relatively high tendency to migrate from their regions of origin to large cities.

Submitted in fulfillment of the requirements of the Master of Technology Degree in Library and Information Studies in the Department of Information and Corporate Management, Durban University of Technology, Durban, South Africa, 2008. / This study investigated the job functions of university and university of technology graduates and diplomates in the staff structures of special libraries and engineering firms in KwaZulu-Natal. The objective of the study was to draw on possible trends and best practices in the latter for the Library and Information Services (LIS) work environment, as engineering like LIS draws its personnel from both traditional universities and universities of technology (UoT). Hence, the main target population for the study was university and UoT graduates and diplomates in special libraries and engineering firms in KZN. Graduates and diplomates were chosen for inclusion in the study using a census because of the smallness of the staff complements in these organizations. Two sets of self-administered questionnaires were distributed, one to graduates/diplomates and the other to employers in the selected organizations. Data collected was analysed using descriptive statistics and content analysis. Findings of the study revealed inconsistencies with the National Diploma: Library and Information Studies (ND: LIS) where these diplomates occupy paraprofessional as well as professional positions in special libraries whilst engineering graduates and diplomates tend to occupy job titles according to their highest academic qualifications. In both special libraries as well as in the engineering environment there is much task overlap and downshifting of job functions between paraprofessional and professional university and UoT graduates and diplomates. This study has revealed a valuable best practice from the engineering discipline for the LIS profession, which is that of professional registration. Professional registration of engineering staff with the Engineering Council of South Africa is a statutory requirement in the engineering profession and allows for the growth and development of those in the profession. It is recommended that the LIS profession, and the Library and Information Association of South Africa (LIASA) specifically, investigate a mechanism for professional registration of library and information workers.

Dans les recherches québécoises sur l’insertion en emploi des jeunes et dans les considérations de la population en général, il est bien ancré que le fait de décrocher du secondaire sans avoir obtenu de diplôme mène éventuellement et inévitablement à des difficultés d’insertion dans le marché du travail. Toutefois, lorsque l’on entreprend de vérifier l’origine de cette considération, on ne trouve que très peu de réponses, puisque les enquêtes sur l’insertion des jeunes au Québec et au Canada ont presque toujours ignoré les jeunes sans diplômes et les recherches traitant du sujet citent souvent des sources non probantes. Dans ce mémoire, nous avons utilisé une enquête récente qui n’est pas restreinte aux seuls diplômés pour étudier l’insertion des jeunes, en faisant l’hypothèse que les jeunes décrocheurs du secondaire du Québec et du reste du Canada n’ont pas significativement plus de chances de connaître des insertions en emploi difficiles que les jeunes n’ayant que ce niveau de diplôme à leur actif. Nos résultats ne nous permettent pas d’affirmer que les décrocheurs ne connaissent pas plus de problèmes d’insertion que les diplômés du secondaire, mais ils montrent tout de même que d’autres variables sont bien plus déterminantes. L’intérêt de ce mémoire ne s’arrête pas à la comparaison statistique entre les deux groupes de jeunes à l’étude, il se veut être une réflexion théorique sur la notion d’insertion, sur les raisons qui expliquent son caractère restrictif, et sur les paradigmes qui inspirent ce champ de recherche. / In Quebec’s researches on the young people’s entry into the adulthood and in the beliefs of the population in general, it is well anchored that the fact of dropping out from high school without obtaining diploma leads eventually and inevitably to difficulties of entry on the labour market. However, when one undertakes to check the origin of this belief, one finds only very few answers, since the investigations into the insertion of the young people in Quebec and Canada almost always ignored the young people without diplomas and research treating of the subject often quotes nonconvincing sources. In this analysis, we used a recent investigation which is not restricted to the only graduates to study insertion of the young people, by making the assumption that the young high school dropouts of Quebec and the remainder of Canada are not likely significantly more to know difficult insertions in employment than the young people not having but this level of diploma to their credit. Our results do not enable us to affirm that the dropouts do not know more problems of insertion than the high school graduates, but they show all the same that other variables are much more determining. The interest of this analysis does not stop with the statistical comparison between the two groups of young people being studied, it wants to be a theoretical reflexion on the notion of insertion, on the reasons which explain its restrictive character, and on the paradigms which inspire this field of research.

Competition for seats in Canadian medical schools has driven many Canadians to seek medical education abroad. Systematic barriers make it necessary for internationally educated physicians (IEPs) hoping to practice in Canada to complete postgraduate residencies. To do so, they must transition into new medical education systems. The transitional experiences of internationally educated physicians are not well understood. This phenomenological qualitative study reveals the perspectives of twenty recent graduates from the University of Manitoba Family Medicine residency program. Canadians Studying Abroad constituted the majority of participants. Participant interviews revealed the presence of clinical practice gaps, created by curricular differences in the timing of graduated clinical responsibility between the Canadian and international medical education systems. Participants also shared their experiences of being singled out (visibility and invisibility), rejected and mistreated. They perceived that IEP residents were assigned low status in resident hierarchies. Their experiences are conceptualized as stigmatization.

Tinto’s (1993) Theory of Individual Departure from Institutions of Higher Education conceptualized the decision making process students navigate when committing to institutions of higher education and persisting to graduation. Transfer students are gaining the attention of administrators and policy-makers because of the high level of transfer activity in higher education. Many of these students face a uniquely difficult transition when moving from one institutional environment to another. The phenomenon, known as transfer shock, is the overall integration and adaptation difficultly that transfer students face (Hills, 1965). Since previous institution cumulative grade point average (GPA) is a criterion used in transfer admissions decisions, it was studied. Six-year graduation totals were also observed in the study because they indicates student commitment to their institution and goals toward graduation. The purpose of this study was to examine Ball State University entering transfer students and how to predict post-transfer GPA and six-year graduation based on previous institution cumulative grade point average, age, sex, previous institution type, and BSU college. Regression analysis was used to make predictive models for post-transfer GPA and six-year graduation using the observed variables (i.e., previous institution cumulative GPA, age, sex, previous institution type, and BSU college). The sample consisted of 1,857 entering transfer students at Ball State University, a state-assisted, residential university with high research activity in Muncie, Indiana. Previous institution cumulative GPA averaged 2.994 while the average post-transfer GPA was 1.681. Nearly 60% of the sample achieved six-year graduation. The results of the revised model for predicting post-transfer GPA found only previous institution cumulative GPA, age, previous institution type, and whether or not the student was in CAST to be statistically significant predictors. The model used to predict six-year graduation found previous institution type, age, sex, previous institution type, and three of the BSU colleges (CAST, CCIM, and TC) to be statistically significant predictors. When applied to the data, the six-year graduation prediction model correctly predicted six-year graduation at a rate of 79.6% and had an overall correct prediction percentage of 63.6% of the time. Suggestions for practice and recommendations for future research were included. / Department of Educational Studies

Tyrimo tikslas – nustatyti sąsajas tarp Vytauto Didžiojo universiteto psichologijos absolventų iniciatyvumo, nuostatų dėl karjeros tikslų, profesinio saviveiksmingumo ir objektyvaus bei subjektyviai suvokiamo karjeros sėkmingumo. Tyrime dalyvavo 121 Vytauto Didžiojo universiteto psichologijos absolventai (2 vyrai ir 119 moterų), psichologijos bakalauro arba magistro studijas baigę 2004-2012 metais. Iš 370 gavėją pasiekusių elektroninių laiškų, klausimyną užpildė 121 tiriamasis (33 proc.). Asmens iniciatyvumui įvertinti buvo naudojamas Bateman ir Crant (1993) asmens iniciatyvumo klausimynas, nuostatoms dėl karjeros tikslų įvertinti naudojama Mu karjeros tikslų skalė (Creed, Patton, Bartrum, 2002), o profesiniam saviveiksmingumui – Schens, Collani (2010) profesinio saviveiksmingumo klausimynas. Subjektyviai suvokiamas karjeros sėkmingumas buvo matuojamas Grennhaus, Parasuraman ir Wormley (1990) pasitenkinimo karjera klausimynu, o objektyvus karjeros sėkmingumas buvo vertinamas klausimu apie gaunamą atlyginimą. Tyrimo rezultatai parodė, jog labiau iniciatyvūs psichologijos absolventai pasižymi aukštesniu profesiniu saviveiksmingumu ir stipresnėmis nuostatomis dėl karjeros tikslų. O aukštesniu profesiniu saviveiksmingumu ir stipresnėmis nuostatomis dėl karjeros tikslų pasižymintys absolventai išreiškia didesnį objektyvų ir subjektyviai suvokiamą karjeros sėkmingumą. Taip pat didesniu objektyviu ir subjektyviai suvokiamu karjeros sėkmingumu pasižymi absolventai išreiškiantys... [toliau žr. visą tekstą] / The aim of the study was to assess the proactivity, career goals settings, occupational selfefficacy links to objective and subjective career success among Vytautas Magnus University graduates of psychology. The subjects of the study were 121 man and women, psychology graduates of Vytautas Magnus University. Respondents were bachelor or master graduates those who finish their studies in 2004 – 2012. Of 370 e-mails with questionnaire witch have reach respondents, 121 participants (33 percent) complete the questionnaire. In order to evaluate proactivity, it was used self-report measure of proactive personality (Bateman, Crant, 1993). To measure attitude towards career goals it was used Mu career goals settings questionnaire (Creed, Patton, Bartrum, 2002). Additionally it was used occupational self-efficacy scale (Schyns, Collani, 2010) and career satisfaction scale (Greenhaus, Parasuraman & Wormley, 1990) which was used to evaluate subjective career success. In order to evaluate objective career success it was used question about respondents’ salary. The results of the study showed that psychology graduates’ higher proactivity are related to higher occupational self-efficacy, stronger career goals settings, bigger objective and subjective career success. Stronger career goals settings and higher occupational self-efficacy are also related to bigger objective and subjective career success. And objective career success are related to subjective career success. The best... [to full text]

A pervasive critique argues that the educational and social background of senior managers, determined largely by recruitment policies and practices, was an important contributor to the relative economic decline of Britain. The current thesis argues that this critique, even in nuanced form, suffers from serious flaws. For example, long term results of recruitment are confused with information on recruitment processes. In fact, corporate performance can only be judged by understanding the challenges that faced companies, and the limits of the options available to them. The objective of the work, then, is to outline the steps sensible recruiters should have taken to secure their needs for bright young entrants, and to describe and measure what in fact happened. Key findings are that: the criteria used by companies to define high-flier entrants – intelligence, certain personal skills, and signs of character - have remained fundamentally unchanged even if emphasis has moved. Business pursued these attributes through proxies, the most important of which was that of educational qualifications. Business was rightly slow, until the 1950s, to recruit graduate entrants because most bright young people did not attend university. Although British peculiarity in terms of non-vocationalism has been exaggerated, a lesser focus on ‘relevant’ qualifications for non-technical positions was not an economic disadvantage. Proxies for personal qualities were less robust but, over time, were replaced by better direct measurement of individual qualities. The solution found in Britain to bring educated young people together with employers through regional and national recruitment institutions, including the graduate milkround, has proven highly successful. The selection of entrants has been approached at least as well as abroad, and notably unreliable tools were avoided. Business obtained an ever growing proportion of young talent, and did so by integrating educated young people from new social strata to an extent unmatched abroad.