11,646 research outputs found

    ILR Research in Progress 2013-14

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    The production of scholarly research continues to be one of the primary missions of the ILR School. During a typical academic year, ILR faculty members published or had accepted for publication over 25 books, edited volumes, and monographs, 170 articles and chapters in edited volumes, numerous book reviews. In addition, a large number of manuscripts were submitted for publication, presented at professional association meetings, or circulated in working paper form. Our faculty's research continues to find its way into the very best industrial relations, social science and statistics journals.Research_in_Progress_2013_14.pdf: 54 downloads, before Oct. 1, 2020

    Occupations, Organizations, and Boundaryless Careers

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    [Excerpt] The central premise of this chapter is that, as organizations become less important in defining career pathways and boundaries, occupations will become increasingly more important. While occupational demarcations have always had a significant, albeit often unacknowledged, impact on individual career patterns, the significance of such demarcations for careers is likely to be heightened by current trends in employment relationships. In this chapter, then, I review the sociological literature on occupational labor markets and on the structure of professional occupations, in an effort to shed light on a number of issues associated with occupationally based careers. Of specific concern are three questions: What kinds of job and occupational characteristics foster such careers? When occupations become the major locus of careers, what are the consequences for organizations? And finally, what are some of the key career-management issues for individuals pursuing occupation-ally based careers

    The role of early-career university prestige stratification on the future academic performance of scholars

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    Prestige and mobility are important aspects of academic life that play a critical role during early-career. After PhD graduation scholars have to compete for positions in the labour market. Unfortunately, many of them have few research products such that their inherent ability and skills remain mostly unobserved for hiring committees. Institutional prestige in this context is a key mechanism that signals the quality of candidates, and many studies have shown that a “good” affiliation can confer manyopportunities for future career development. We know little, however, about how changes of scholar’sinstitutional prestige during early-career relate to future academic performance. In this paper, we use an algorithm to rank universities based on hiring networks in Mexico. We distinguish three groups ofscholars that move Up,Down or Stay in the prestige hierarchy between PhD graduation and first job. After controlling for individual characteristics by matching scholars with equal training or the same first job institution, we find that scholars hired by their existing faculty sustain higher performance over their career in comparison to other groups. Interestingly, we find that scholars that move up the hierarchy exhibit, on average, lower academic performance than the other groups. We argue that the negative relation between upward ranking mobility and performance is related to the difficulties in changing research teams at an early-career stage and to the so-called “big-fish-small-pond” effect. We observe a high stratification of universities by prestige and a negative association between mobility and performance that can hinder the flows of knowledge throughout the science syste

    Which firms want PhDs? The effect of the university-industry relationship on the PhD labour market

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    PhD graduates hold the highest education degree, are trained to conduct research and can be considered a key element in the creation, commercialization and diffusion of innovations. The impact of PhDs on innovation and economic development takes place through several channels such as the accumulation of scientific capital stock, the enhancement of technology transfers and the promotion of cooperation relationships in innovation processes. Although the placement of PhDs in industry provides a very important mechanism for transmitting knowledge from universities to firms, information about the characteristics of the firms that employ PhDs is very scarce. The goal of this paper is to improve understanding of the determinants of the demand for PhDs in the private sector. Three main potential determinants of the demand for PhDs are considered: cooperation between firms and universities, R&D activities of firms and several characteristics of firms, size, sector, productivity and age. The results from the econometric analysis show that cooperation between firms and universities encourages firms to recruit PhDs and point to the existence of accumulative effects in the hiring of PhD graduates.

    Social transformations and labour market entry:an investigation into university systems in emerging economies

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    Exclusion provokes a waste of talents and incalculable cultural and economic losses. Today, given the increasing number of qualified women and blacks, the lack of representation in top-job positions in knowledge-intensive occupations is hard to explain without considering network mechanisms in the entry process. Entering those occupations comprises training and supervision, collaboration, and mutual evaluation and often those tasks involve the same people. This implies that networks between agents, groups, and institutions form and are at the heart of learning, evaluation and promotion decisions. Thus, my thesis investigates network mechanisms of the entry process in academia with the empirical focus of South Africa and Mexico. First, I examine the tendency to form same-race and same-gender student-advisor relations in the educational phase. Then, I analyse this tendency closer asking whether it affects the doctoral productivity of the couples and whether its effect changes for students with high or low productivity profile. Lastly, I study how universities' prestige and first job-mobility affects scholars' future performance. My work highlights that the inertia of individual and institutional relations explains the lack of transformations in prestigious positions that, in turn, slow down transformations at lower levels. Besides this disheartening result, my work shows that when agents overcome the inertia, creating “uncommon” relations, they perform at the highest levels underlining the gains from inclusion

    Testing Scenarios to Achieve Workplace Sustainability Goals : Using Backcasting and Agent-Based Modeling

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    [Abstract] Pro-environmental behaviors have been analyzed in the home, with little attention to other important contexts of everyday life, such as the workplace. The research reported here explored three categories of pro-environmental behavior (consumption of materials and energy, waste generation, and work-related commuting) in a public large-scale organization in Spain, with the aim of identifying the most effective policy options for a sustainable organization. Agent-based modeling was used to design a virtual simulation of the organization. Psychologically informed profiles of employees were defined using data gathered through a questionnaire, measuring knowledge, motivations, and ability. Future scenarios were developed using a participatory backcasting scenario development methodology, and policy tracks were derived. Dynamic simulations indicated that, to be effective, organizational policy should strengthen worker participation and autonomy, be sustained over time, and should combine different measures of medium intensity for behavior change, instead of isolated policies of high intensity

    The Challenges Facing Women Leaders in Mid-Level Positions at Urban Community Colleges

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    Although women lead at higher rates overall at community colleges, they continue to lead at lower rates in senior-level positions compared to men within those institutions. Women serve as presidents in 36% of community colleges (ACE, 2017). Additionally, community college presidents are currently retiring at rapid rates, and this turnover in leadership is expected to continue (Phillipe, 2016; Shults, 2001; Tekle, 2012). As community colleges face current and future reductions in senior-level leadership, women in mid-level leadership roles should be considered to fill the leadership gap. Previous studies have examined the leadership challenges faced by women leaders, but there has been a focus on presidents and vice presidents. There is a need to assess the leadership experiences of women in mid-level positions, specifically deans and directors, and to identify their unique mobility challenges. Gender differences, including the internalization of social norms and gender bias and stereotyping, can potentially impact women’s leadership development and opportunities for professional advancement. This study provided a better understanding for community college leaders and practitioners, emphasizing the importance of more effective navigational tools, better leadership training and development, and inclusive and intentional leadership funnels and hiring practices for women mid-level leaders. The purpose of this qualitative, phenomenological study was to examine women leaders in mid-level positions and their perceptions of the personal, professional, and organizational challenges unique to them as leaders in urban community colleges, which tend to be larger and more complex than rural and suburban community colleges. Participants discussed these perceived challenges through in-depth, semi-structured interviews. Participants also described how they have attempted to navigate these challenges. Ten women, in positions of dean or director, were purposively selected from three urban community colleges in one southeastern US state. One-on-one interviews were conducted, providing the women leaders with opportunities to tell their own narratives and describe their lived experiences as mid-level leaders. Moustakas’ (1994) seven-step phenomenological data analysis framework was used to examine the data. An analysis of the data revealed five major themes: (a) leadership progression, (b) work-life balance, (c) mentorship and professional development, (d) communication, and (e) institutional climate and organizational structure. Recommendations for community college practitioners and leaders include: encouraging and providing opportunities and support for mentorship; creating and funding professional development opportunities; and assisting women leaders with doctoral degree completion. Recommendations for further research include additional qualitative research focused on the following groups: women in mid-level positions in other regions of the country; women of color in mid-level positions; women in mid-level positions in suburban and rural community colleges; and men in mid-level positions in various community college settings
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