Tyrimo aktualumas. Greitai besikeičiančiame pasaulyje, mokykloje, ikimokyklinėse įstaigose, kaip ir kitose visuomenės gyvenimo srityse iškyla naujų, spręstinų problemų, joms išspręsi pedagogams dažnai nepakanka įgytų kompetencijų, todėl būtina nuolat mokytis ir keistis. Darbuotojai, o ypatingai pedagogai turi būti pasirengę nuolatiniam mokymuisi, taip pat priimti žinias, kad galėtų ne tik sėkmingai realizuoti save darbo pasaulyje, bet ir perteikti žinias žmonių grupei organizacijoje, kuri siekia bendrų tikslų. Taigi, šiame kontekste kyla aibė probleminių klausimų: kokia mokymosi organizacijoje patirtis yra ikimokyklinio ugdymo institucijoje ir kaip ji prisideda prie pedagogų profesinio mobilumo, kokie veiksniai turi įtakos pedagogų mokymui(si) organizacijoje, kaip galima skatinti pedagogų profesinį mobilumą tiriant mokymo(si) organizacijoje per kvalifikacijos tobulinimo(si) sistemas patirtį ir kt. Minėti klausimai ir suponuoja pedagoginę šio darbo problemą. Tyrimo objektas – ikimokyklinių įstaigų pedagogų profesinio mobilumo skatinimas. Tyrimo hipotezė. Tikėtina, kad tyrinėjant ikimokyklinio ugdymo pedagogų mokymosi organizacijoje patirtį galima numatyti jų profesinio mobilumo skatinimo prielaidas ir galimybes. Tyrimo tikslas – teoriškai pagrįsti ir empiriškai ištirti ikimokyklinių įstaigų pedagogų profesinio mobilumo skatinimo prielaidas ir galimybes tiriant jų mokymosi organizacijoje patirtį. / Relevance of the research. Rapidly changing the world, in school, preschools, and other areas of public life are arising new challenges to solve the problems and educators often insufficient competences, so it is necessary to learn and change constantly. Personnel, particularly the educators must be prepared to learn permanent, to take the knowledge and be able to realize successfully in the world of work and to transfer knowledge for a group of people in an organization that seeks common goals. So, in this context, there is a number of issues: what is the experience of learning in the organization of pre-school educational institution and how it contributes to teachers' professional mobility, what factors affect training (learning) in teachers' organization, how to promote teachers' professional mobility investigating training (learning) in the organization during the system of professional development, experience and so on. These questions and assume the pedagogical problem of this work. The object of investigation: promotion of pre-school teachers' professional mobility. The study hypothesis. It is likely that searching the experience of pre-school teachers' learning in the organization we can provide their professional mobility assumptions, and opportunities. The aim of the research: to base theoretically and empirically investigate the assumptions of pre-school teachers' professional mobility.

Thesis (Ph. D.)--University of California, San Diego, 2007. / Title from first page of PDF file (viewed August 6, 2007). Available via ProQuest Digital Dissertations. Vita. Includes bibliographical references.

Thesis (Ph. D.)--Florida State University, 2004. / Advisor: Dr. Jill Quadagno, Florida State University, College of Social Sciences, Dept. of Sociology. Title and description from dissertation home page (viewed Sept. 24, 2004). Includes bibliographical references.

Thesis (Ph. D.)--University of Texas at Austin, 2002. / Supervisors: Joseph E. Potter and Bryan R. Roberts. Vita. Includes bibliographical references. Also available from UMI.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1974. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Bibliography: leaves 504-519.

abstract: The dissertation consists of three essays that deal with variations in economic growth and development across space and time. The essays in particular explore the importance of differences in occupational structures in various settings. The first chapter documents that intergenerational occupational persistence is significantly higher in poor countries even after controlling for cross-country differences in occupational structures. Based on this empirical fact, I posit that high occupational persistence in poor countries is symptomatic of underlying talent misallocation. Constraints on education financing force sons to choose fathers' occupations over the occupations of their comparative advantage. A version of Roy (1951) model of occupational choice is developed to quantify the impact of occupational misallocation on aggregate productivity. I find that output per worker reduces to a third of the benchmark US economy for the country with the highest level of occupational persistence. In the second chapter, I use occupational prestige as a proxy of social status to estimate intergenerational occupational mobility for 50 countries spanning the breadth of world's income distribution for both sons and daughters. I find that although relative mobility varies significantly across countries, the correlation between relative mobility and GDP per capita is only mildly positive for sons and is close to zero for daughters. I also consider two measures of absolute mobility: the propensity to move across quartiles and the propensity to move relative to father's occupational prestige. Similar to relative mobility, the first measure of absolute mobility is uncorrelated with GDP per capita. The second measure, however, is positively correlated with GDP per capita with correlations being significantly higher for sons compared to daughters. The third chapter analyses to what extent the growth in productivity witnessed by India during 1983--2004 can be explained by a better allocation of workers across occupations. I first document that the propensity to work in high-skilled occupations relative to high-caste men increased manifold for high-caste women, low-caste men and low-caste women during this period. Given that innate talent in these occupations is likely to be independent across groups, the chapter argues that the occupational distribution in the 1980s represented talent misallocation in which workers from many groups faced significant barriers to practice an occupation of their comparative advantage. I find that these barriers can explain 15--21\% of the observed growth in output per worker during the period from 1983--2004. / Dissertation/Thesis / Doctoral Dissertation Economics 2015

In a moment a woman can decide to remain on a set career path, however through Impressions management, a process by which individuals attempt to control the impressions others form of themselves, decisions are made to continue or opt out. The focus of this study was to explore unspoken or (in)visible norms that form part of these impressions. The study explored what the norms are that move a woman along her career journey and norms that move her away. The findings in this research report considered the existing body of literature on women, norms, impression management and career progression. This research project comprised of ten in-depth interviews with women in an organisation. The women were interviewed face-to-face, in an unstructured format. Secondary sources such as annual reports and company website were reviewed. The research found that when career building norms were visible to both the woman and others, the woman experienced positive career progression. When the woman was unaware of career building norms, but these were visible to others, the woman experienced positive career development. When the woman was aware of career limiting norms, while this remained oblivious to others and remained unspoken, career dis-alignment was experienced by the woman. Lastly when both the woman and others did not question or acknowledge existing career limiting norms, her career experienced status quo. There was lack of diversity in the sample and the company and country context influenced the results. This study focused on contributing to (in)visibility by assessing the impact of impressions management of women’s career progression. This would contribute to considerations when developing women’s career progression plans. A total of four suggestions were made for future research. / Dissertation (MBA)--University of Pretoria, 2013. / lmgibs2014 / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

Are elementary public school teachers who have been upwardly mobile occupationally more helpful, as measured by Anderson-Brewer "Dominative-Socially Integrative" observation scheme, to children of lower and upper occupational status families than teachers who have not engaged in upward occupational mobility?

No description available.

This dissertation comprises three autonomous essays on topics in labor economics. The first chapter investigates the impact of socio-cultural, technological, and other transformative factors on employees' labor market decisions over recent decades, focusing specifically on the mobility of young workers in terms of job and occupation transitions. Data from the National Longitudinal Surveys of Youth (NLSY79 and NLSY97) indicate a marked increase in job mobility among young participants across different cohorts. Analysis of these datasets demonstrates that the influence of age on the likelihood of changing jobs has become more negative for the second cohort. This shift is primarily driven by changes in the impact of age for specific socio-demographic groups of respondents. Additionally, there is a notable between-cohort rise in the relationship between both upward and downward job transitions and occupational mobility. The second essay explores the consequences of the rise in industrial robot installations on shifts in population size and employment within local labor markets, which may be substantially affected by the rapid advancement of robotics technology in recent decades. The cross-sectional study reveals discernible gender disparities in the impacts of robot adoption. The effect of robotization on the labor force participation rate is negative for men and unmarried women yet positive for married women. As industrial robots are predominantly programmed to perform routine tasks in manufacturing industries traditionally associated with heavy manual male-dominated labor, the anticipated impact of robot exposure on employment in the manufacturing sector is predictably negative for male workers. For women, this effect is conversely positive. It was also found that robot penetration leads to an increase in the share of family income attributed to females within married-couple households. The extended cross-sectional analysis in the third chapter indicates that the impact of robotization on local labor markets is more negative for younger people. Fixed-effects models using panel data analysis reveal that robot adoption unexpectedly reduces migration but enhances labor force participation, opposing recent scholarly findings. Employing an alternative robot adoption variable that is based on technology adoption within individual industries and, therefore, can only be utilized to analyze employment-related dependent variables yields more robust and statistically significant results, indicating a negative impact of robot exposure on employment. Nevertheless, panel data analysis does not support the previous chapter's findings regarding gender differences in the impact of robot penetration. These discrepancies may be attributed to differences in the structure, methodology, and nature of cross-sectional versus panel data and the methodological differences in measuring robotization. / Doctor of Philosophy / This work consists of three separate essays on labor economics. The first chapter looks at how cultural, technological, and other big changes have affected people's job choices over the past few decades. Data from two surveys of young people show that young workers are changing jobs more often now. Age is found to have a bigger negative effect on job changes for the younger cohort. This change mainly affects specific socio-demographic groups. There is also a stronger link between moving up or down in jobs and changing occupations. The second essay examines how the increase in the use of industrial robots affects the population and employment in local labor markets. The study finds that robots affect men and unmarried women negatively but have a positive impact on married women. Since robots usually do routine tasks in manufacturing, which is a male-dominated field, this hurts male workers' job prospects but helps women. Robots also lead to a higher share of family income coming from women in married households. The third chapter shows that robots impact younger people in local job markets more negatively. Using different data, it is found that robots surprisingly reduce migration but increase labor force participation. This finding is different from those of other studies. A new way of measuring robot use within specific industries shows that robots negatively affect employment. However, this new analysis does not support the earlier findings about gender differences. These differences may come from how data is collected and analyzed and the methods used to measure robot use.