Made available in DSpace on 2016-08-18T18:53:58Z (GMT). No. of bitstreams: 1 Elione Maria Nogueira Diogenes.pdf: 1577314 bytes, checksum: bb7e0ef4fed0bef2b233fd01cfa26f1e (MD5) Previous issue date: 2010-02-26 / Conselho Nacional de Desenvolvimento Científico e Tecnológico / Research into practice with a focus on educational policy "New School: Education is now for life" in two dimensions: political assessment of the policy and implementation process in the State of Ceará, in the period 1996 to 2006. / Pesquisa concretizada com foco na política educacional "Novo Ensino Médio: Educação agora é para a vida" em duas dimensões: avaliação política da política e do processo de implementação no Estado do Ceará, no período compreendido entre 1996 a 2006.

Recent studies have shown that graduates from historically White universities (HWUs) experience better labour market outcomes than graduates from historically Black universities (HBUs). This is a result of the legacy of apartheid which promoted racial inequality in all spheres of South African society, more especially in higher education and the labour market. Post-1994, government dedicated large amounts for the restructuring of the higher education sector of South Africa in order to level out the playing field. However, graduates from HWUs still experience better labour market success than graduates from HBUs. That said, there is limited information about the labour market outcomes and experiences of graduates from a former White university (especially graduates from Rhodes University). Therefore, the central aim of this dissertation is to show that graduates from a historically White university (Rhodes University) experience varying and unequal outcomes in the South African labour market on account of (among other factors) their chosen fields of study, race and sex. This study is informed by the heterodox labour market approach, which is partly inspired by the critical realist account of the labour market. As a result, this theoretical framework allowed the researcher to use the Labour Market Segmentation (LMS) theory as a tool to inform this analysis. The study has adopted a quantitative survey design and has incorporated some of the key methodological lessons learned from the collection of international graduate tracer studies. The findings from this study indicated that ‘field of study’ is a strong determiner of the outcomes of Rhodes graduates in the labour market. This was visible in the persistence of a skills bias towards commerce and science graduates. Evidently, even when we controlled for race and sex, graduates from the commerce and science faculties experience better labour market outcomes than humanities graduates. This is a result of a skills biased South African economy, which has a higher demand for certain skills over others. However, the findings from this study also show evidence of pre-labour market discrimination and inequality (based on race and sex) in the supply-side institutions such as the family, schooling and university. The findings also show continuities and discontinuities of labour market discrimination (based on race and sex) in the outcomes of Rhodes graduates in the South African labour market. More importantly, this dissertation indicates that Rhodes graduates experience varying outcomes in the labour market as a result of (among other factors) their chosen fields of study, race and sex.

L'employabilité présente de réels enjeux pour les organisations, les institutions et les individus. Ces enjeux multiples couvrent plusieurs sphères à la fois économiques, politiques, et sociales. L'employabilité s'impose aujourd'hui comme la pierre angulaire permettant de réduire les tensions qui naissent de la synergie de ces trois sphères. Ces tensions englobent la montée du chômage, la pénurie de main d'œuvre, l'évolution des métiers, l'attractivité des salariés, les restructurations, la recherche de polyvalence, etc... de fait, l'employabilité alimente les discours et les pratiques managériales pour se revendiquer comme le nouveau modèle social du XXI ème siècle Gazier (2003), Guerrero (2003), St Germes (2007).Cette recherche propose d'étudier la mobilité, souvent désignée comme un moyen d'assurer le maintien en emploi, l'évolution de la carrière et in fine la sécurisation des trajectoires professionnelles (Hategekimana, 2002; Bader, 2007; Othman, 2011). Toutefois celle-ci doit nécessairement s'accompagner de conditions adéquates (Sardas et Gand, 2009; Amossé et al.,2012; St Germes et al.,2013).Notre problématique générale entend répondre à la question suivante : Quel impact peut avoir la justice organisationnelle dans le fondement de la relation mobilité-employabilité des salariés?La méthodologie qualitative choisie s'appuie sur des entretiens semi-directifs auprès de 75 acteurs (salariés et praticiens) au sein de l’hôpital, des télécommunications et des startups. L'approche subjective par les trajectoires professionnelles fournit des éclairages scientifiques sur les logiques existantes pour saisir cette relation.Mots clés: Employabilité, mobilité voulue, mobilité intentionnelle, mobilité partagée,mobilité subie, justice organisationnelle, motivations individuelles et organisationnelles. / Employability presents real challenges for organizations, institutions and individuals. These multiple issues cover several areas at once economic, political, and social and employability is becoming the corne stone for reducing pressures arising from the synergy of these three spheres. These pressures include rising unemployment, labor shortages, the development of skills, attractiviness of employees, restructuring, research versatility, etc... In fact, employability feeds speeches and managerial pratices to claim as the new social model of the XXI century Gazier (2003), Guerrero (2003), St Germes (2007).This research aims to study mobility, often referred to as a means of ensuring the continued employment, career development and ultimately securing career paths (Hategekimana, 2002; Bader, 2007; Othman, 2011). However, it must necessarily be accompanied by appropriate conditions (Sardas and Gant, 2009; Amossé et al., 2012; St Germes et al., 2013).Our general problem answers the question : What impact organizational justice in the foundation of mobility and employability of employees relationship?The chosen methodology is based on qualitative semi-structured interviews with 75 stakeholders (employees and practitioners) in the hospital, telecommunications and start ups. The subjective approach career paths provide scientific insights into existing logical to take this relationship.Key words : Employability, voluntary mobility, willingness mobility, shared mobility, forced mobility, organizational justice, organizational and individual motivations.

The employment of persons with criminal records has become an increasingly important issue in the Western world. Literature on Canadian hiring practices in relation to persons with criminal records, however, is severely lacking. This thesis aims to make a significant contribution to the field of criminology by investigating how employers evaluate the employability of persons with criminal records, as well as their attitudes and perceptions towards this population. Through eight open-ended and low-structured interviews with owners and/or hiring managers in the city of Ottawa and using the theoretical framework of H. Blumer’s (1969) symbolic interactionism (SI), E. Goffman’s (1963) stigma, and J. Braithwaite’s (1989) reintegrative shaming for analysis, this thesis attempts to gain insight into the barriers and challenges of professional integration for persons with criminal records. This study ultimately revealed that: (1) criminal record verifications were seldom used among employers to check for past convictions; (2) employers were willing to hire persons with criminal records (under specific conditions); and that (3) employability was based primarily on whether the candidate in question had the skillset required for the position, making the criminal record a secondary consideration. Contrary to popular belief, the results also suggest that while employers may be socially aware of this stigma, not all engage in stigmatizing and/or shaming behaviour towards persons with criminal records during the hiring process. Further, it is often the case that when making decisions, employers must decide between catering to the needs of their business or hiring a prospective candidate despite their criminal record. This study opens new avenues of inquiry concerning persons with criminal records and professional reintegration while proposing future directions for research. RÉSUME La réinsertion professionnelle des personnes judiciarisées est un sujet qui a acquis une grande importance dans le monde occidental. Toutefois, la littérature détaillant les pratiques d’embauche des employeurs Canadiens est limitée. Cette thèse vise donc à contribuer au champ de connaissance sur le sujet. Elle a pour objectif d’analyser comment les employeurs évaluent l’employabilité des personnes avec un casier judiciaire, leurs attitudes ainsi que leurs perceptions de cette population. Sur la base de huit entretiens ouverts et non-structurés avec des propriétaires et/ou responsables du recrutement dans la ville d’Ottawa et en utilisant le cadre théorique de l’interactionnisme symbolique d’H. Blumer (1968), la théorie du stigmate d’E. Goffman (1963) ainsi que celle du reintegrative shaming de J. Braithwaite (1989), cette thèse aspire à une meilleure compréhension des obstacles dans la réinsertion professionnelle des personnes avec un casier judiciaire. Cette étude révèle que (1) la fréquence des vérifications des casiers judiciaire est rare, (2) que les employeurs désirent embaucher les personnes judiciarisées (mais sous certaines conditions) et (3) que l’employabilité est basée principalement sur les compétences requises pour le poste. Le casier judiciaire devient donc une considération secondaire. Ces résultats suggèrent que même si les employeurs sont conscients du stigmate, un comportement stigmatisant or humiliant envers les personnes avec un casier judiciaire n’est pas la norme lors du processus d’embauche. Lors de la décision finale, le dilemme des employeurs porte davantage sur les besoins de leur entreprise versus ceux du candidat que sur le casier judiciaire de ce dernier.

Depuis les années 90, l’employabilité est devenue un objet de recherche. Cependant, malgré l’engouement suscité en sa faveur, elle est encore peu étudiée. Le présent travail résulte de ce constat, avec pour objectifs de proposer une définition de l’employabilité et de bien cerner ses dimensions, de développer une échelle de mesure de ce concept, et d’identifier ses déterminants. Sur la base d’une d’arguments théoriques et de conclusions d’une étude qualitative exploratoire avec les acteurs de l’emploi, une définition de l’employabilité a été proposée et ses dimensions ont été ont été précisées. En outre, une échelle de mesure de l’employabilité de 62 items a été créée. Afin de valider sa qualité, cette échelle a été soumise, dans un premier temps, aux tests de l’analyse factorielle exploratoire et de cohérence interne. Dans un second temps, nous avons procédé à la consolidation des résultats de l’analyse factorielle exploratoire à travers une analyse factorielle confirmatoire. La version finale de l’échelle développé et validée comprend 42 items répartis en six dimensions. Par ailleurs, un examen de la littérature a permis de construire un modèle de recherche sur le développement de l’employabilité. Ce modèle théorique propose de retenir conjointement des déterminants organisationnels, personnels, et sociodémographiques. L’opérationnalisation du modèle s’appuie sur une étude quantitative (N=204). Les résultats obtenus montre que la formation professionnelle, l’apprentissage organisationnel, le soutien du supérieur hiérarchique, le sentiment d’efficacité personnelle, et le locus de contrôle interne sont des facteurs favorisant le développement de l’employabilité. Le diplôme, la situation familiale, et l’état de santé se sont également révélés explicatifs de l’employabilité. / Since the 90s, employability has become an object of research. However, despite of its relevance this theme is less studied. This thesis is the result of this statement with the aims to propose a definition of employability and determine its dimensions, to develop a measuring scale of the concept, and to identify its determinants. On the basis of theoretical arguments and conclusions extracted from an exploratory study undertaken with actors of employment, a definition of employability was proposed and its determinants were précised. Then, a questionnaire including 62 items is created. In order to evaluate its quality, firstly the questionnaire was subjected to an exploratory factorial analysis and internal coherence tests. And secondly we have consolidated the exploratory factorial structure through confirmatory factor analysis. The final scale developed includes 42 items divided into six dimensions. In additions, thanks to an examination of literature, we built a theoretical model of employability development. This model simultaneously incorporates determinants about organizational, personal, and socio-Demographical variables. The empirical test of the model was performed in the third and final quantitative study with a heterogeneous population working in different companies (N=214). The results obtained show that training, organizational learning, the support of hierarchical superior, the self-Efficacy, and the internal locus of control are factor facilitating the development of employability. The diploma, the professional experience, the family situation, and the health also appeared to explain employability.

The target of the thesis is to describe present higher education system in Slovakia and the way of breakdown of subsidies for public universities and higher schools with focus on comparison with the Czech Republic. First part is about historical development and present state of higher education in Slovakia. Second part is focusing on grants for carrying out accredited study programs and the last part is analysis of study field coefficient and coefficient of employability of graduates. According to used methods I found out that different ways how to evaluate performance of higher schools and universities leads to different results, though they are using the same characteristics.

Dans le contexte de la société néolibérale, l’entreprise bancaire est devenue « bancassurance », a rapproché ses activités d’investissement et de banque de détail, et a fortement accentué ses stratégies commerciales. Dans le même temps, et comme dans toutes les entreprises, les conditions d’exercice d’une activité salariée au sein d’un Etablissement de Crédit ont évoluées : de la demande de qualification à l’exigence actuelle de compétences. Le concept d’employabilité s’est imposé depuis le début des années 2000 ; la loi et le marché ont « bousculé » la formation professionnelle. L’objectif de cette recherche est de mener, dans ce contexte, une « investigation » sur la construction, l’évolution et la reconnaissance profes-sionnelle des salariés « délégataires bancaires » et sur les incidences sur leur identité profes-sionnelle. La thèse interroge les situations, individuelles et collectives, des acteurs observés, concernant leur métier, leurs compétences et leur employabilité, ainsi que leur formation pro-fessionnelle. Est mis en exergue le fait que les « délégataires bancaires » manifestent des formes de résistance à la déprofessionnalisation, cherchent à maintenir, ou à retrouver, une « identité de métier » ; ils ont également la volonté de rester employables, de « garder l’emploi et retrouver le métier ». La « sécurisation de l’employabilité » en même temps que le « renouvellement identitaire » dépend à la fois de la capacité de chacun à mener une « entre-prise de Soi » pour se préserver d’une « idéologie de la mobilisation infinie » et de la capacité des entreprises à mettre en œuvre une formation professionnelle qualifiante. Le cadre théo-rique se rattache aux orientations actuelles de la sociologie de l’entreprise tenant compte de l’interdépendance entre société et entreprise, mais aussi des « logiques d'action » des salariés pouvant aller jusqu’à « l’impératif de gestion de sa propre personne ». Par ailleurs, il est ac-cordé un fort intérêt à la gestion des Ressources Humaines à travers « le besoin » de métier et d’identité professionnelle. Les constats présentés sont issus d’une étude empirique menée auprès d’un panel de dix Etablissements de crédit en articulant divers moyens de recueil de données : Observation directe, « Observation Participante Interne », questionnaires et entre-tiens, consultation de la documentation d’entreprise, de la documentation syndicale et de la presse. / In free market society, bank business is become « bank insurance », has linked investment activities and retail banking and has strongly increased its business strategies. In the same time, and like in every firm, working conditions of the employees in banks have changed. Outstanding skills are required. The concept of employability has appeared from the beginning of 2000. Law and market has upset professional training. The aim of its research is to achieve an “investigation” about change, professional gratitude of employees and the effects on their professional identity. Thesis questions: Individual and collective situations of employees concerning their trade, their skills and their employability as well as their professional training. “The bank executives” resist to deprofessionalization. They are trying to find back a trade identity.They has the will to remain able to be employed, to keep the job and find back the trade. Employees must have a strategy of professional life for preserving themselves against “the ideology of infinite mobilization.” This thesis deals with: Today trends of sociology of firms and more particularly employees behavior considering the strong link between society and firm .Too, it deals with the employees who have “the necessity to manage themselves”. Besides, the thesis deals with the interest of human resources management through the “need” of trade and professional identity. The results of this investigation are issued from a study from 10 banks, using varied means to gather data like: direct observation, questionnaires and interviews, study of firm documents, study of union documents and press.

The purpose of this study was to get an understanding of how young adults perform impression management and fake in the recruitment process. Previous research has shown that candidates in recruitment processes impression manage and fake. Therefore, the focus in this study was on the respondents’ reflections of their portrayal of themselves in order to prove themselves employable. The empirical material has been collected through seven qualitative semi-structured interviews with young adults and has been analyzed with the help of Erving Goffman's (1959) dramaturgical theory. The study shows that both impression management and faking occur, but none of the respondents admit that they actually fake. Instead, they use words like embellish to describe their behavior. Furthermore, the study shows that whether individuals manage impressions and fake depends on the recruitment situation itself. It is therefore a socially constructed phenomenon that takes place in the meeting between recruiter and candidate, where even group interviews, as an alternative social context, can have a great impact on the individuals and their presentation of themselves. / Syftet med denna studie har varit att få en förståelse för hur unga vuxna intrycksstyr och fejkar i rekryteringssammanhang. Tidigare forskning har visat att kandidater i rekryteringsprocesser intrycksstyr och fejkar. Intresset för denna studie har därför varit att undersöka unga vuxnas reflektioner av sina egna självporträtteringar för att visa sig som anställningsbara. Det empiriska materialet har samlats in genom sju kvalitativa semistrukturerade intervjuer och har sedan analyserats med hjälp av Erving Goffmans (1959) dramaturgiska perspektiv. Studien visar att både intrycksstyrning och fejking ofta förekommer, samtidigt som respondenterna helst inte vill medge att de faktiskt har fejkat. Istället beskriver de hellre sitt beteende som att de har förskönat sina egenskaper. Vidare visar studien på att huruvida individer intrycksstyr och fejkar beror på rekryteringssituationen i sig. Det är därmed en socialt konstruerad process som sker i mötet mellan rekryterare och kandidat där även gruppintervjuer kan ha stor påverkan på individen och dess presentation av sig själv i sammanhanget.

Employment issues in South Africa (SA) are a significant problem. There are ongoing discussions revolving around the employability challenges facing South African graduates, particularly in the Information Technology (IT) sector. The preparedness of these IT graduates has been questioned with many looking towards skill sets and employability status while others have scrutinised the validity of the IT curriculum meeting industry needs. The research focuses on a case study of graduates from an accredited, private higher education institution in SA. The study followed a qualitative approach using questionnaires and interviews to understand the experiences of employers, employed graduates and recruitment personnel upon employment of the graduates. This study investigated, determined and confirmed recommendations to adapt the South African higher education IT curriculum to improve the productivity of IT graduates upon employment. / School of Computing / M. Sc. (Computing)

From April to June 2016 a new and exclusively virtual teaching format – the international STEM1 Summer School – was provided at the University of Mining and Technology in Freiberg. The paper presents the approach, didactical design, and results of evaluation. The international STEM Summer School was developed and tested within the project „Holistic International STEMs - Learning with case studies and real-life industry experiences“. The aim was to better prepare STEM students for challenges in the current professional world that are characterized by in-ternationalization and digitalization. The project offers some ideas on how to teach the currently re-quired skills and competencies by industry in higher education. The conceptualization of the project was made possible with funding from the Donors\' Association for the Promotion of Humanities and Sciences in Germany2. The exclusively virtual collaboration is due to the different geographical distances and locations of the participating students, which generates specific challenges. On the one hand, technical conditions at the particular places of residence have an impact on virtual collaboration. On the other hand, cultural, lingual, and occupational differences, as well as the differing media literacy, play an important role. In addition, the setting of objectives and provision of incentives is decisive for the shared virtual work. The results of the first round of the international STEM Summer School indicate possible solution strategies based on the three areas of media use, interaction, and task orientation. During the Summer School, students from ten different countries solved real-life job case studies in small interdisciplinary teams. The exchange took place with the help of various e-learning tools like the virtual classroom, wiki, forum and e-portfolio. The participants were mentored by national and international industry partners, STEM professors, and e-tutors. After nine weeks work in intercultural teams they presented their results and learning outcomes during a web conference. The following article focusses on the evaluation results as well as selected insights and challenges.