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Summer vacation employment plays an important role in the financial survival of students in higher education. Examines what job search methods are used and questionnaire evidence is analysed to establish how success in job search is dependent on a number of control and job search variables. Finds that for students seeking temporary full‐time employment, a search process including either the use of Job Centres and/or responses to newspaper advertisements increases the probability of gaining work. However, females were found to be less likely to gain full‐time temporary work than males. The success of those students seeking part‐time employment was improved by the use of a private employment agency. A mature student was found to be more likely to obtain a job in all of the models.

The purpose of this paper is to examine the correlation between the degree of economic freedom in state institutions and industry employment and then determine how these correlations relate to economic growth.

The authors find the correlation between employment and economic freedom for each NAICS industry code and then calculate total employment in industries with positive correlation and negative correlations. The authors use these values in a GDP equation.

The authors find that employment growth in industries characterized by a negative correlation is associated with a decline in state per capita GDP. When the correlations between employment and economic freedom are positive, state per capita GDP tends to grow, even after accounting for overall economic freedom in the state.

Eliminating or reducing opportunities for firms to use government institutions to gain special treatment will lead to greater economic growth.

This paper allows the data to determine which industries potentially engage in productive and unproductive entrepreneurship.

Skilled, well-educated African immigrants arrive in Canada with aspirations for more opportunities and a better life, but too often end up with few employment options and precarious jobs. The purpose of this paper is to investigate the experiences of African immigrants attempting to locate suitable, well-compensated employment in Canada. More specifically, this paper reveals how long-standing information poverty frameworks from the field of information behavior are inadequate for understanding intersectional and broader socio-cultural forces influence access to information and employment precarity among African immigrants.

Data were collected through semi-structured interviews with twenty-five African immigrants in Metro Vancouver. Qualitative content analysis was used to explore participants' employment information seeking and perceptions of information availability using Britz's information poverty framework.

Participants encountered a range of difficulties when seeking information related to employment, including content, process and identity-related challenges, in alignment with Britz's framework. However, the framework did not fully encompass their information seeking experiences. Limited access to relevant information impacted participants' ability to make timely career decisions, and there was evidence of information inequity resulting from a mismatch between information provision and participants' multifaceted identities.

This research applied Britz's information poverty approaches and provided a map of participants' responses to information seeking challenges. Participants did not fit into the category of information poor as defined by Britz. The findings suggest that the discourse on information poverty would benefit from considerations of the diverse backgrounds of information seekers and the incorporation of cultural dimensions to understandings of information access, information poverty and technology use for information seeking.

Researchers of legislative behavior have attempted to explain the decisions of legislators for some time. Public choice scholars have argued that legislators will “sell” political favors in exchange for some from of interest group payment that is thought to benefit the legislator's electoral ambitions. Yet, legislators do not appear to receive the full value of their political favor in these exchanges. That is, the value of the policies offered appears to exceed the price paid by interest groups in the form of campaign contributions, speaking honoraria and other material payments. This imbalance has led some scholars to discount theories that explain legislative behavior motivated by material gain. However, to the extent that legislators value post‐elective employment opportunities, interest groups have an incentive to use the offer of future employment as a payment for present legislative influence. In this sense, perhaps a large portion of the difference in payments can be accounted for in the post‐elective employment careers of elected politicians. In this paper, I explore and explain this theory using a political market model and attempt to identify several attributes that I believe will be common among “prospect‐legislators” whose behavior is principally motivated by concerns with post‐elective life.

The Equal Pay Act 1970 (which came into operation on 29 December 1975) provides for an “equality clause” to be written into all contracts of employment. S.1(2) (a) of the 1970 Act (which has been amended by the Sex Discrimination Act 1975) provides:

The purpose of this paper is to demonstrate the importance of social networks, and the social capital embedded in them, to secure employment if someone had become unemployed after the age of 50 years and to reveal the process of accessing and mobilising that social capital.

A case study of a Scottish labour market was undertaken which involved an interview-based survey of those who became unemployed in their early 50’s and tried to regain employment. The interview had structured and unstructured parts which allowed both quantitative and qualitative analysis to compare those who were successful in regaining work with those who were not. The uniqueness of the paper is the use of social network components while controlling for other socio-economic and demographic variables in job search of older workers.

Those older people who were unemployed and, returned to employment (reemployed) had a higher proportion of contacts with higher prestige jobs, their job searching methods were mainly interpersonal and the rate of finding their last job via their social networks was higher than those who remained unemployed. Both groups mobilised social capital (MSC), but those reemployed accessed higher “quality” social capital. “Strong ties”, rather than “weak ties”, were found to be important in accessing and mobilising social capital for the older workers who returned to employment.

This work is limited to a local labour market and is based on a small but informative sample. However, it does show that policy is required to allow older people to enhance their social networks by strengthening the social capital embedded in the networks. The results support the use of intermediaries as bridges to help compensate for older people who have weak social networks. Besides the policy implications, the paper also has two distinct research implications. First, the use of social network component to the existing literature of older workers’ job search. Second, exploring the type and relational strength with network members to explain older workers’ reemployment.

The paper illustrates that how accessed and MSC can be measured.

As populations age, this work points to an approach to support older people to re-enter employment and to include them in society.

The paper extends social network and employment literature to fill gaps on how older people require to both access and mobilise social capital. The importance of “strong ties” in the reemployment of older workers contrasts with much of the literature on younger workers where the “strength of weak ties” so far has been regarded as essential for successful job search. Measures are forwarded to reveal the relevance of social capital. The policy value of the work is in suggesting ways to facilitate older people re-enter or remain in work and hence sustain their well-being.

The purpose of this paper is to investigate how formerly incarcerated men remained resilient in the face of adversity while searching for and maintaining employment.

Grounded theory analysis is used to answer the following research questions: What challenges do formerly incarcerated men encounter in finding and maintaining employment? What strategies do they devise in the face of these barriers? The research entailed 24 face-to-face, semi-structured, in-depth interviews at a Reentry Center in a northeastern state between February 2016 and July 2017.

The authors present a model of resiliency in the job-seeking and maintaining process. It illustrates the non-linear and complex nature of employment experiences, in which men encountered cycles of anxiety and pressure, and yet also devised resilience strategies fostering growth and adaptation. These processes required adept management of adversities such as involvement with the criminal justice system and the attending social stigma. Shifting mental and behavioral frameworks, adapting and refining expectations for work and adopting a future orientation were essential for participants’ growth. Finally, findings revealed participants’ resiliency strategies were bolstered by pro-social outcomes.

The challenges and barriers to employment for formerly incarcerated men are well documented, but less is known about the processes men employ in order to gain legitimate employment. This paper explores an understudied area of the criminal justice and employment literature – how men demonstrate agency and tenacity in the reintegration process, specifically related to seeking and maintaining work.

The subject of part‐time work is one which has become increasingly important in industrialised economies where it accounts for a substantial and growing proportion of total employment. It is estimated that in 1970, average annual hours worked per employee amounted to only 60% of those for 1870. Two major factors are attributed to explaining the underlying trend towards a reduction in working time: (a) the increase in the number of voluntary part‐time employees and (b) the decrease in average annual number of days worked per employee (Kok and de Neubourg, 1986). The authors noted that the growth rate of part‐time employment in many countries was greater than the corresponding rate of growth in full‐time employment.

The objective of this paper is to report results from a Canadian-based study addressing systems-level barriers that restrict the employment of persons with vision loss, specifically in the experience of searching for and maintaining competitive employment. This paper aims to generate knowledge which may inform strategies and advocacy efforts to enhance opportunities for, and experiences of, paid employment for persons with vision loss.

This constructivist, grounded theory study used in-depth, semi-structured interviews with seven participants with restricted vision (those who are legally blind) to frame data collection and analyses.

Three interconnected themes emerged: facing and negotiating barriers, the cyclical process of seeking and keeping employment and settling for second best. Participants described barriers to employment that have been described in previous literature that not only continue to exist, but that act to potentiate one another, resulting in settling for competitive employment experiences that are second best. This represents a type of social injustice that has been previously described as ‘occupational injustice’. We explain this concept and link it to participants’ experiences.

This was a small, geographically bounded study. Nonetheless, the findings resonate with previous research and further our understanding regarding how barriers are experienced.

Knowledge gained furthers the understanding of how systemic obstacles restrict and bound the participation of persons with vision loss in the labour market.

While the barriers to employment for persons with low vision have been previously well described, this paper demonstrates how these barriers interact and act synergistically with one another, thereby reinforcing the need to focus on shortcomings at the service, system and policy level, in addition to individual rehabilitation.

This pan-Canadian study examines the information practices of STEM-trained immigrant women to Canada as they navigate workfinding and workplace integration. Our study focuses on a population of highly skilled immigrant women from across Canada and uses an information practice lens to examine their lived experiences of migration and labour market integration. As highly trained STEM professionals in pursuit of employment, our participants have specific needs and challenges, and as we explore these, we consider the intersection of their information practices with government policies, settlement services and the hiring practices of STEM employers.

We conducted a qualitative study using in-depth interviews with 74 immigrant women across 13 Canadian provinces and territories to understand the nature of their engagement with employment-seeking in STEM sectors. This article reports the findings related to the settlement and information experiences of the immigrant women as they navigate new information landscapes.

As immigrants, as women and as STEM professionals, the experiences of the 74 participants reflect both marginality and privilege. The reality of their intersectional identities is that these women may not be well-served by broader settlement resources targeting newcomers, but neither are the specific conventions of networking and job-seeking in the STEM sectors in Canada fully apparent or accessible to them. The findings also point to the broader systemic and contextual factors that participants have to navigate and that shape in a major way their workfinding journeys.

The findings of this pan-Canadian study have theoretical and practical implications for policy and research. Through interviews with these STEM professionals, we highlight the barriers and challenges of an under-studied category of migrants (the highly skilled and “desirable” type of immigrants). We provide a critical discussion of their settlement experiences and expose the idiosyncrasies of a system that claims to value skilled talent while structurally making it very difficult to deliver on its promises to recruit and retain highly qualified personnel. Our findings point to specific aspects of these skilled professionals’ experiences, as well as the broader systemic and contextual factors that shape their workfinding journey.