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Descriptors:
Workplace Literacy; Vocational Education; Numeracy; Foreign Countries; Ethnography; Entry Workers; Retailing; Sales Occupations; Best Practices; English (Second Language); English Language Learners; Change Strategies; Barriers; Performance Factors; Number Concepts; Semi Structured Interviews; Sociolinguistics; Employee Attitudes; Employer Attitudes; Merchandising; Interpersonal Communication; Interpersonal Competence; Social Cognition

Abstract:
This paper reports on an ethnographically based study of entry level supermarket work. The study, carried out in a large suburban supermarket in Auckland, New Zealand, focused on the literacy and numeracy practices of supermarket assistants, all who had English as an additional language. It found that skills such as oral communication, personal presentation, reliability and motivation were considered vital by management for good "customer service", a fundamental tenet of the supermarket and essential for its successful operation. However, for some assistants, the mastery of highly context-specific literacy texts and potentially complex "embedded" numeracy was also necessary in order for them to carry out their work. This requirement was often poorly understood by management. The paper describes some of the literacy and numeracy challenges faced by assistants and their different personalised strategies for establishing meaning. It also discusses the significance of the findings for the teaching of literacy and numeracy in vocational training programmes. Findings indicate that off-site programmes have an important role in providing a learning foundation but also point to the importance of, and need for, workplace-specific, needs-based on-the-job literacy and numeracy training. (Contains 2 tables and 2 figures.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Academic Libraries; Librarians; Entry Workers; Employment Opportunities; Content Analysis; Labor Market

Abstract:
This study examines the availability of entry level positions in academic libraries to better illuminate the status of the job market for current students and recent graduates of Library & Information Science programs. Over a twelve month period from 2010-2011, 1385 job advertisements were collected, with content analysis methods used to evaluate each advertisement by level of position, institution type, location, department, and job type. Findings revealed one-fifth of jobs advertised to be entry level, with seventy percent of all positions offered by universities, and public services accounting for more than sixty percent of entry level employment opportunities. Further research was conducted by contacting Human Resources departments at 33 institutions to ascertain the experience backgrounds of successful hires. (Contains 4 tables, 3 figures, and 33 notes.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Business; Engineering; Entry Workers; Vocational Adjustment; Self Efficacy; Employee Attitudes; Job Satisfaction; Job Development; Theories

Abstract:
Using temporally-lagged data from 146 business and engineering newcomers, we found evidence for a "positive side" of plasticity theory (Brockner, 1988, p. 547) in fostering newcomer adjustment. Specifically, as predicted, we found that higher newcomer generalized self-efficacy positively moderates the association between job design (i.e., task significance of the newcomer's job) and newcomer attitudes (in our study, organizational identification, job satisfaction, intentions to quit). Our findings promote plasticity theory as readily applicable to both newcomer adjustment and positive organizational scholarship. (Contains 3 figures and 2 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Bachelors Degrees; Employment; STEM Education; Salaries; Gender Differences; Private Sector; Physics; National Surveys; College Graduates; Graduate Surveys; Astronomy; Employment Patterns; Entry Workers

Abstract:
Each fall the Statistical Research Center conducts its Survey of Enrollments and Degrees, which asks all degree-granting physics and astronomy departments in the U.S. to provide information concerning the numbers of students they have enrolled and counts of recent degree recipients. In connection with this survey, the authors ask for the names and contact information for their recent degree recipients. This degree recipient information is used to conduct their follow-up survey in the winter following the academic year in which they received their degrees. The data in this "focus on" comes from that survey. Findings revealed that after they graduate, physics bachelor's degree recipients choose whether to continue directly to graduate school or enter the workforce. Of the combined 2009 and 2010 classes of new physics' bachelor's, 60% were enrolled in graduate programs by the winter following their degrees, and the remaining 40% entered the workforce. The majority of the employed physics bachelor's degree recipients from the combined classes of 2009 and 2010 worked in the private sector. Overall, about three-quarters of employed physics bachelor's are working in STEM fields. The majority of non-STEM jobs are in the private sector. The majority of physics bachelor's from the combined classes of 2009 and 2010 found jobs in all areas of the economy that were well-paying, intellectually rewarding and satisfying. However, it is important to note that students from these classes graduated at a time when a recession had just ended and a slow recovery was beginning. Thus, some struggled to find appropriate employment. (Contains 9 figures and 1 table.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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 ERIC Full Text (704K)

Descriptors:
Higher Education; Dormitories; Housing; Student Personnel Workers; Job Satisfaction; Entry Workers; Employment Patterns; Predictor Variables; Models; Labor Turnover; Occupational Mobility; Recruitment

Abstract:
Most workers aspire to jobs where they are highly satisfied. This satisfaction may come from remuneration, opportunities for advancement, the work itself, or other factors. Studies have shown that job satisfaction has the potential to reduce absenteeism and employee turnover, but we still know little about the specific satisfaction levels of entry-level residence life and housing (RLH) professionals. This study examined a population of entry-level RLH practitioners in order to develop a profile of their levels of satisfaction with the overall job and five facets of satisfaction. In addition, the study examined differences among demographic characteristics and predictors of job satisfaction. Findings indicated significant differences in several areas and identified a predictive model for satisfaction with opportunities for promotion. Findings pointed to several implications for graduate faculty, supervisors, and entry-level professionals. (Contains 5 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Foreign Countries; Organizational Culture; Self Efficacy; Transfer of Training; Training; Employee Attitudes; Correlation; Predictor Variables; Work Environment; Service Occupations; Entry Workers; Questionnaires

Abstract:
This paper aims to examine the combined effects of self-efficacy and organizational culture on employees' transfer of knowledge/skills acquired through training. The questionnaires were distributed to 252 newly hired employees working in a service organization in Greece. Each of the independent variables examined added incrementally to the prediction of training transfer. Moreover, self-efficacy was found to act as a moderator in the organizational culture-training transfer relationship. High self-efficacy was found to strengthen both achievement culture-training transfer as well as humanistic culture-training transfer relationships, whereas low self-efficacy weakened these relationships. The study has practical implications by providing insights into ways of engaging employees in transferring the skills acquired during training. This investigation extends previous research by demonstrating that self-efficacy acts as an accentuating factor in the relationship between organizational culture orientations and new hires' transfer of training. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Employment Potential; Employees; Disabilities; Job Skills; Education Work Relationship; Employment; Entry Workers; Surveys; Gender Differences; Service Occupations; Career Development; Likert Scales; Factor Analysis; Factor Structure

Abstract:
Individuals with disabilities face persistent challenges in gaining meaningful employment. One of the barriers to successful employment is a lack of employability skills. The purpose of this study was to identify employability skills that employers value as being important and to examine whether employers have different expectations for individuals with and without disabilities. One hundred sixty-eight employers from different industries participated in this survey study. Employers considered certain skills as essential for all entry-level employees; however, there were noticeable differences between employers' expectations for employees with and without disabilities. Different expectations were also found between male and female respondents and between employers from service/business areas and those from science/technology areas. Implications of study findings are discussed. (Contains 1 figure and 3 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Employment Opportunities; Demand Occupations; Young Adults; Urban Youth; Youth Employment; Allied Health Occupations; Hospitality Occupations; Office Occupations; Transportation; Telecommunications; Retailing; Facilities Management; Semiskilled Workers; Entry Workers; Pharmacy; Allied Health Personnel; Utilities; Promotion (Occupational); Banking; Food Service

Abstract:
Even before the Great Recession began, an alarming number of young adults in New York City between the ages of 18 and 24 were neither in school nor working. The employment challenges for these New Yorkers have only magnified in recent years. There are now an estimated 172,000 of these "disconnected youth" in the five boroughs. Though the overall economy is again on the upswing, the city's unemployment rate stands over 9 percent--and young adults with low levels of educational attainment and limited work experience are among those who are having the hardest time finding decent paying jobs. Although many young adults in New York understandably wonder whether they will ever be able to access jobs that provide a pathway to the middle class in an economy where more and more of the decent-paying jobs require a college degree, the outlook isn't all bleak. The Center's research has identified 26,000 openings a year for much of the next decade in 26 occupations that older young adults could realistically fill. Seven of these are among the top 16 occupations "with the most expected hiring" in New York City, according to projections made by the New York State Department of Labor (NYSDOL). Many of these employment opportunities will result from natural job turnover. For instance, NYSDOL projects that job turnover will result in thousands of openings a year in entry level occupations such as office clerk. Demographic and social changes will create thousands more. The number of New Yorkers aged 65 and over is expected to grow 35 percent by 2030, leading to employment growth in sectors such as healthcare, transportation, and office and administrative support. Across three healthcare occupations--pharmacy technicians, medical assistants and certified nursing assistants--there are projected to be 970 job openings a year. These trends present a unique chance for helping New York's young adults gain a foothold in the workforce. But, as the authors detail in this report, making the most of this opportunity will require new strategies and policies from both city policymakers and the private and nonprofit workforce development providers who work with this population. This study follows the Center's "Chance of a Lifetime" report, published in 2006, which concluded that the anticipated retirement of tens of thousands of Baby Boomers would create an unprecedented opportunity for New York City to move significant numbers of young, at-risk New Yorkers into decent-paying, career-track jobs. That report profiled seven industries with projected job growth, modest entry qualifications and solid career prospects--from health care and construction to automotive repair and information technology. Much has changed since 2006. For instance, the construction industry has lost thousands of jobs and, at least for now, no longer holds as much promise for young people. Similarly, many of the anticipated retirements in fields such as health care did not happen as the financial crisis prompted many older workers to continue working. At the same time, however, the challenges facing disconnected youth today are arguably even more pressing. In this report, the authors update and expand their analysis in light of the current economic climate. (Contains 7 tables and 52 endnotes.) [Funding for this report was provided by JobsFirstNYC.] Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Speech Communication; Work Experience; Listening Skills; Basic Skills; Job Placement; Entry Workers; Skill Analysis; Educational Needs; Transitional Programs; Organizational Communication; Skill Development; Training Methods; Training Objectives; Communication Skills; Communication Strategies

Abstract:
Successful transition to work is important for all young people and crucial for those with poor basic skills. Research suggests that speaking and listening skills--an aspect of basic skills often overlooked--are particularly important at work. The message from employers can hardly be clearer--good speaking and listening skills matter at work. How can teachers and trainers working with young people in work experience and work placement programmes help them to develop the skills and confidence they need when they go on work experience, start a work placement or even get that important first job? This leaflet summarises the skills young people need, the issues they face and what you can do to help young people make the most of their first experience of work. Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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Descriptors:
Expertise; Extension Agents; Teaching Skills; Teacher Qualifications; Entry Workers; Beginning Teachers; Minimum Competencies; Questionnaires; Mail Surveys; Skill Analysis; Job Skills; Teacher Attitudes; Teacher Surveys; Professional Development

Abstract:
It is important to focus attention on the pre-entry competencies of new organization members and to identify the competencies needed by Extension agents to determine adequate education curricula and training, and to improve retention. Current professional development models disregard the competencies needed by agents entering Extension. This article describes Florida Extension agents' perceptions of necessary pre-entry competencies. The most necessary competencies reported by respondents were: self-management, program development process, communication skills, interpersonal skills, technical/subject matter expertise, and teaching skills. UF/IFAS Extension administrators and personnel should build upon the competencies new Extension agents possess when entering Extension. (Contains 2 tables.) Note:The following two links are not-applicable for text-based browsers or screen-reading software. Show Hide Full Abstract

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