A report on a research study presented to The Department of Social Work School of Human and Community Development Faculty of Humanities University of the Witwatersrand In partial fulfilment of the requirements For the degree Master of Arts in Social Development March, 2019 / The increasing number of unemployed graduates is of great concern worldwide. In countries, such as Zimbabwe, the economic crisis is so persistent that many Zimbabwean students migrate to South Africa to complete degrees in the hope of securing employment soon after completing their degrees. However, they too are currently facing challenges related to unemployment. In order to explore this phenomenon, the research design was explorative in nature. A phenomenological study was thus conducted to explore the experiences of unemployed Zimbabwean graduates. The theoretical framework underpinning the study were the social exclusion theory and capability theory. The sampling method utilized in the study was non-probability, purposive sampling. The sample of participants in this study consisted of twelve unemployed Zimbabwean graduates. The research instrument used was an interview guide. Individual interviews were conducted with participants to gather data. Data were transcribed verbatim and analyzed using interpretative phenomenological analysis. The findings indicated that unemployed Zimbabwean graduates face many challenges in the South African context which disempower them from reaching the goal of obtaining job-satisfying employment. Based on conclusions reached, recommendations are made related to addressing the problem-situation constructively. In relation to social development, the study contributes to the current debates on migration and unemployment, especially addressing issues including policy recommendations on the intervention strategies to be provided to address issues of unemployment amongst graduates. / MT 2020

The success of an organization's employees is affected by many factors, including the organizational entry process itself. While much emphasis is given to the selection of new employees and developing them for future advancement, organizations, employees and universities often overlook the critical process of transforming the new employee from naive outsider to knowledgeable insider capable of making a significant contribution. Although the research shows that the first year is a critical time period, the organizational entry and socialization processes are not well understood. In particular, very little research is available to describe the process from the new employee's perspective rather than the organizations. The central question of this study is: what exactly do new college graduates encounter as they enter work organizations and does that experience affect their opinions and attitudes. An exploratory, descriptive study of Virginia Tech's May 1990 undergraduate graduating class was conducted to systematically describe and analyze their transition from college into work organizations. Key research questions included analyzing demographic characteristics; the effectiveness of their preparation for the transition; their perceptions of the organizational entry experience; their opinions about their first jobs and organizations; their understanding of their organization's structure and culture; the extent to which their expectations about the job were met; their attitudes toward their organizations; the tactics and strategies they used to adapt; and the socialization tactics they encountered. The survey was mailed to 2,306 graduates approximately one year after graduation with 846 (38.6%) returned. Only those employed in a position appropriate for starting their career and employed in a business or for-profit organization were used in this study (n=378). Data were factor analyzed and then mean responses calculated for scales identified. Correlational analysis and analyses of variance were used to probe for possible relationships between the scales. Respondents generally reported positive transition experiences but with considerable variability. However, use of individual adaptation strategies and organizational socialization strategies were low. Important relationships were found between critical job attitudes, anticipation of the transition, organizational socialization strategies and individual adaptation strategies and important aspects of the transition. Implications for HRD programming, university curricula and individual career strategies are discussed. / Ed. D.

The purpose of this study was to determine the compensation preferences of seniors at the University of Central Florida. The sample consisted of 86 females and 77 males currently registered as seniors at the university. Subjects were mailed a questionnaire and asked to rank order 11 compensation options and answer nine demographic questions. One-way and repeated measures analyses of variance were used to compute significant differences, 10 were found between groups in compensation preferences as related to the demographic variables. For example, those students with children had significant differences in preferences for four of the options. Significant differences in rankings were also found for all 11 options within the academic major categories. Three of the groups had no significant differences in preferences for the options including males and females.

This dissertation provides an economic explanation for Ph.D. unemployment. The discussion begins with a theoretical investigation of policy making in nonprofit colleges. The predictions of this analysis are that colleges will operate less efficiently than for-profit firms; that faculty salaries will exceed market-clearing levels (in most disciplines); and that faculty salaries will tend to equalize across disciplines (while market-clearing salaries will probably vary across disciplines). The theory of rent-seeking unemployment is then presented. When the academic wage exceeds the nonacademic wage, those gaining faculty positions receive rents; so some individual will refuse nonacademic jobs (accept unemployment) and search for rent-yielding academic jobs. The hypothesis is that unemployment rates will be highest in those disciplines where the intersectoral wage differential is greatest. Empirical evidence is presented which supports the major hypotheses of this study. / Ph. D.

by Lau Yuk-kam, Eileen. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1995. / Includes bibliographical references (leave 60). / ABSTRACT --- p.ii / TABLE OF CONTENT --- p.iv / LIST OF TABLES --- p.vi / ACKNOWLEDGMENTS --- p.vii / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / Organization of the Report --- p.3 / Chapter II. --- METHODOLOGY --- p.4 / Literature Review --- p.4 / Data Collection --- p.5 / Curricula Information --- p.5 / Job Advertisement --- p.6 / Data Analysis --- p.7 / Chapter III. --- LITERATURE REVIEW --- p.8 / Computer Science (CS) Curriculum --- p.8 / Information System (IS) Curriculum --- p.10 / Differences between CS & IS Curricula --- p.14 / Related Works --- p.15 / Chapter IV. --- RESULTS --- p.17 / Computer Related Curricula in Hong Kong --- p.17 / Computer Related Job Market in Hong Kong --- p.25 / Chapter V. --- ANALYSIS --- p.29 / Design of Computer Curricula by Local Universities --- p.29 / Employers' Perception of CS & IS --- p.31 / CS & IS Job Mis-match --- p.34 / Appropriateness of Universities in Preparing Graduates --- p.35 / Computer Science Curricula --- p.35 / Information Systems --- p.36 / Chapter VI. --- CONCLUSION & FUTURE WORK --- p.38 / Future Work --- p.39 / APPENDIX --- p.41 / BIBLIOGRAPHY --- p.60

by Chung Yuen-wah, Alice & Yam Pui-ling. / Thesis (M.B.A.)--Chinese Unviersity of Hong Kong, 1988. / Bibliography: leaves 80-81.

published_or_final_version / Education / Doctoral / Doctor of Philosophy

M. Com. (Development Economics) / In recent years unemployment has received considerable international attention from scholars, policy makers, and labour practitioners, because it has reduced economic welfare, reduced output, and eroded human capital. Researchers argue that South Africa is faced with structural unemployment because of the insufficient demand for low-skilled resources and the sufficient demand for highly skilled resources. However, in terms of highly skilled resources, young South Africans have become better educated over the last decade, resulting in a significant growth in the size of the graduate labour force. This growth emanates particularly from the fact that the majority of the graduate labour force has completed their tertiary education. Despite this growth, graduate unemployment appears to be rising along with the overall unemployment rate. The aim of this study is to sensitise policy authorities to the impact of graduate unemployment on the economy by highlighting the perceived causes of graduate unemployment in South Africa’s banking sector. The research was conducted with the aid of a survey administered to two groups, namely a graduate group and a human resource (HR) manager group. The result derived from the research shows that the quality of tertiary institutions which relates to educational standards and culture, the quality of education, high expectations, a shortage of skills, a lack of work experience, and a lengthy process of application and job search are perceived to be the possible causes of graduate unemployment in South Africa. The study makes several tentative recommendations relating to what can possibly be done to reduce graduate unemployment. Among the recommendations proposed are the improvement of the quality of education and institutions, a well-planned career guidance mechanism, and a graduate recruitment subsidy.

"This study was conducted to collect and analyze data relative to the employment status of industrial arts graduates."--1.

Submitted in fulfillment of the requirement for the degree of Masters of Technology: Quality,Durban University of Technology, Durban, South Africa, 2012. / This study examined the quality, employability and the competencies of graduates from the Department of Operations and Quality Management at Durban University of Technology (DUT). The objectives of the study included determining the relevance of the curriculum to the workplace; evaluating the views of graduates regarding employability; and assessing the views of organisations regarding graduate performance in the workplace. The study also proposes that with the knowledge and skills acquired in the field of Operations Management, graduates should be able to reach their full personal and professional potential. However, these graduates still experience difficulties in adjusting and coping with the realities of the labour market. Combinations of qualitative and quantitative research methods were used. The study was exploratory in nature. The study made use of questionnaires to obtain the respondent’s view. The pilot study composed a sample of ten graduates. For the main study, forty of the sixty graduates and employers completed and returned the questionnaires that were administered. The response rate was 67%. The Cronbach’s Alpha Reliability Analysis was used to measure the reliability of the questionnaires. Face validity was verified by the statistician for pre-administering of questionnaires. The results revealed that obtaining a qualification in operations management at DUT increases the employability of graduates. The study also showed that employers are content with the way in which these graduates are able to translate their theoretical knowledge into practice, and to identify and solve problems within organisations. However, the study shows that some employers did not provide adequate support and guidance in relation to their development. / M