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Student self-efficacy, employee engagement, and community vitality: a collaborative data collection model for regional workforce development
Journal of Education and Work ( IF 1.5 ) Pub Date : 2019-10-03 , DOI: 10.1080/13639080.2019.1673889
Gwen Achenreiner 1 , Mary Jae Kleckner 2 , Peter Knight 3 , Bryan Lilly 4
Affiliation  

ABSTRACT Higher education institutions, communities, and employers experience challenges as young professionals continually adjust their workplace-participation views and behaviours. Higher education institutions face changes in student demand for job-oriented training, and the associated attrition from established programmes is costly. Communities find it costly to attract young professionals who shift their location preferences, and employers face costly turnover. These entities share an interest in finding ways to effectively meet these challenges. To attract new residents, small- and mid-sized communities are providing relocation incentives. To recruit and retain students, higher education has increased its emphasis on career placement. To reduce turnover, companies and researchers seek to understand employment expectations and desires among job candidates. In an attempt to address the interests of all three stakeholders, this study examines career-related values and decisions of Millennials. Data was collected from 943 business students across 11 four-year Midwestern campuses during two calendar years. Findings identify factors that influence how Millennials search for a job, what expectations they have, and which characteristics they find most attractive in companies and managers. They also suggest those who possess higher self-efficacy differ from those with lower self-efficacy. Implications for employers and broader impacts on their communities are discussed.

中文翻译:

学生的自我效能,员工敬业度和社区活力:用于区域劳动力发展的协作数据收集模型

摘要随着年轻专业人士不断调整他们对工作场所参与的看法和行为,高等教育机构,社区和雇主都面临挑战。高等教育机构面临着学生对以工作为导向的培训需求的变化,而既定课程带来的相关人员减员成本很高。社区发现吸引年轻的专业人​​员改变他们的位置偏好是昂贵的,而且雇主面临着昂贵的营业额。这些实体有兴趣寻找有效应对这些挑战的方法。为了吸引新居民,中小型社区提供了搬迁奖励措施。为了招募和留住学生,高等教育越来越重视职业发展。为了减少营业额,公司和研究人员试图了解求职者的就业期望和愿望。为了解决所有三个利益相关者的利益,本研究考察了与职业相关的价值观和千禧一代的决策。在两个日历年内,从11个四年制中西部四年制校园的943名商科学生中收集了数据。调查结果确定了影响千禧一代寻找工作的方式,对他们的期望以及他们对公司和管理人员最有吸引力的特征的因素。他们还建议具有较高自我效能感的人与具有较低自我效能感的人不同。讨论了对雇主的影响及其对社区的广泛影响。这项研究考察了与职业相关的价值观和千禧一代的决策。在两个日历年内,从11个四年制中西部四年制校园的943名商科学生中收集了数据。调查结果确定了影响千禧一代寻找工作的方式,对他们的期望以及他们对公司和管理人员最有吸引力的特征的因素。他们还建议具有较高自我效能感的人与具有较低自我效能感的人不同。讨论了对雇主的影响及其对社区的广泛影响。这项研究考察了与职业相关的价值观和千禧一代的决策。在两个日历年内,从11个四年制中西部四年制校园的943名商科学生中收集了数据。调查结果确定了影响千禧一代寻找工作的方式,对他们的期望以及他们对公司和管理人员最有吸引力的特征的因素。他们还建议具有较高自我效能感的人与具有较低自我效能感的人不同。讨论了对雇主的影响及其对社区的广泛影响。他们还建议具有较高自我效能感的人与具有较低自我效能感的人不同。讨论了对雇主的影响及其对社区的广泛影响。他们还建议具有较高自我效能感的人与具有较低自我效能感的人不同。讨论了对雇主的影响及其对社区的广泛影响。
更新日期:2019-10-03
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