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Net of controls for educational credentials, recommendations, age, high school quality, employment sector, firm size and region, white personnel officers tend to assign black male high school graduates to lower paying positions than those assigned to white male high school graduates in the USA. Similar patterns are observed for while female college graduates. The effect of job candidates' race on employers' job placement decisions is examined, using data gathered by the randomised vignette technique. These patterns of apparent bias in job placement are found to be offset to some degree in firms with affirmative action policies. The findings are discussed in the context of Thurow's (1975) theory of statistical discrimination. Further research is needed to investigate potential discrimination in job selection and to examine characteristics of firms and personnel officers with the greatest propensity to discriminate.

The purpose of this study is to explore pre-employment college graduates’ relocation tendencies based on a research framework built upon gender and cultural theories.

Relocation decisions were analyzed based on 208 college graduates enrolled in public universities in Texas, USA.

The relocation decision-making by college graduates differ from that for corporate employees described in previous research. First, the willingness to relocate increases as the college graduates mature. Second, gender difference in the willingness to relocate is non-significant because of the same expected norms for both genders. Instead, psychological gender affiliation, such as self-perceived masculinity, makes a difference in relocation decisions. Third, family-related variables, such as marital status and parenthood, do not influence college graduates’ relocation decisions. Last, cultural groups do not exhibit any overall significant differences.

The findings provide new and complementary knowledge over previous relocation studies.

The findings enhance the understanding of career choices made by college graduates in their early career, offering valuable managerial implications in crafting staffing strategies and improving human resource management for organizations in today’s fast-changing, vibrant multi-cultural environment.

The study is focused on pre-employment relocation decision-making by college graduates from different demographic backgrounds. The study fills a major research void in relocation studies by clarifying the relocation patterns of new employees graduating from college.

The purpose of this paper is to examine current gender differences in job expectations among Chinese college students, how current job expectations across gender differ from an earlier study, and how they might impact organizational practices such as recruitment and retention.

Using Manhardt’s 25-item measure of job expectations, this study asked Chinese college students to rate the importance of various job characteristics on a five-point Likert scale (5=very important to 1=very unimportant). Male and female responses were compared for 430 college students.

Results of the current study found that males and females differed in their ratings on 23 of 25 items, with females rating all 23 of these items to be of higher importance. These findings differ significantly from an earlier study so they are compared and discussed.

This paper is limited in that it focusses solely on college students and only examines gender as a basis for comparison. Future studies should examine employees and consider other factors such as Chinese ethnicity as a basis for comparison.

Organizations may choose to change/improve aspects of certain jobs to more closely align with job candidates’ interests and/or choose to differently implement tools such as realistic job previews in order to improve retention.

This paper provides an updated status on gender differences in job expectations of China’s soon-to-be emerging workforce. Findings provide organizations with insight on how to develop human resource tools to hold on to talent.

This paper advances on previous work by drawing on a much larger sample and by utilizing a structured forward-translation, back-translation process for its survey.

The purpose of this paper is to ascertain the status of recent Korean four-year college students’ acquisition of vocational qualification certificates (hereinafter “certificates” or “qualifications”), the factors that influence certificate acquisition, and the resulting employment and wage effects.

Regression analysis was conducted on the data from the Graduates Occupational Mobility Survey.

The results showed that females and medicine and education majors had higher rates of vocational qualifications, as did the students in provincial as compared to metropolitan areas and students with high grades. In terms of effects on labor market outcomes, vocational qualifications exert a moderate degree of positive influence on employment rate, wage at the time of initial employment, and current wage (i.e. there is a persistent wage effect).

This study will provide policy implications to decrease youth unemployment in Korea and worldwide as well as to build employment services supporting the acquisition of vocational qualifications across various disciplines.

The purpose of this paper is to examine gender differences in job expectations among Chinese university students and how they may affect the activities of organizations in attracting and retaining talent.

Since 1972, a number of studies have utilized a job‐orientation survey instrument developed by Manhardt. This study asked Chinese university students to rate 25 job characteristics according to their importance to the rater on a five‐point scale (5 – very important, 1 – not important) in the same manner as had previously been done by Manhardt and others, subsequently. There were 101 Chinese university business students surveyed.

Results showed that the rank order of importance which male and female students placed on job characteristics was similar. In addition, there were no significant differences between male and female students on either the intrinsic or extrinsic subset of variables, indicating that both genders could be approached similarly with regard to the basic issues that comprise a human resource portfolio.

The consistency of job expectations of males and females could be viewed as a positive characteristic by firms, as it simplifies the human resource portfolio design and thus would be cost effective. Whether such consistency across genders would remain true over time (i.e. as Chinese society and culture evolves) or across all industry segments and geographic regions, or in a variety of economic conditions is an issue for future research exploration and analysis. In regard to certain extrinsic items, females seem to exhibit the philosophy that “life is more than just work” and that flexibility in regard to work design is important. Human resource portfolios would be advised to consider opportunities for cross‐training to better meet such expectations, especially for females.

Identifies the structural problems in the employment system which still lie behind the realization of the aim of the equal employment opportunity legislation (EEOL) which came into force in 1986. Points out that the dual track system, which was introduced by large companies ostensibly to ensure that there is a route for female university graduates to progress in the management career track, is in fact nothing more than a cleverly disguised but flawed device that allows continuation of the discriminatory system against women. By looking at the backgrounds and status of the existing female managers whose rise owes less to EEOL than to their efforts, suggests conditions which are required for the future development of female managers in Japan.

This study aims to add a gender perspective to the current ecosystem of entrepreneurship education whereby an innovative model of the female entrepreneurship education ecosystem (FEEE) consisting of five stakeholders (university, government, society, enterprise and the international community) is examined.

The study conducted an online questionnaire among 505 respondents from two universities and one higher vocational college in China. Confirmatory factor analysis (CFA) was used to test the correlation between factors and structural equation modeling (SEM) was applied to test the five hypotheses proposed in the study.

The results indicated that the five stakeholders (the university, government, society, enterprise and international community) positively affect FEEE. The study emphasizes the urgent demand to consider gender perspectives in the ecosystem of entrepreneurship education and provides plausible ways to conduct female-targeted education with the joint efforts of different stakeholders.

The study aims to increase the number of future female entrepreneurs, enhance the future skills of female students in the digital era and ultimately advance humankind. The study emphasizes the urgent demand to consider gender-perspective in the entrepreneurship education ecosystem and provides plausible ways to conduct female-targeted education with the joint efforts of different stakeholders.

This paper sheds light on evaluating FEEE through five stakeholders' dimensions, which explores the solutions to the current female entrepreneurship education (FEE) issues.

The purpose of this paper is to examine the perceptions of US MBA and specialist master's degree alumni to determine the influence that their degree program experiences had on subsequent perceptions of career success.

Data were collected from 318 alumni MBA and specialist master's degree recipients from a large university in the southwestern USA; more than half of them were male. The university provided independent demographic data used to match respondents' surveys.

Evidence was found that men and women graduates perceived their post‐graduate degree success differently, with women graduates reporting less salary gain but higher hierarchical levels and job satisfaction compared to men. Social capital and perceived discrimination indirectly affected the reported career success of graduates on hierarchical level salary gain.

Use of self‐report data, for all model variables, puts the findings at risk for common‐method bias. Additionally, while discrimination measure had acceptable reliability for this sample, it has not been widely validated.

The findings that women viewed their graduate program as less effective for advancing their careers than men despite earning higher grades suggests that business schools emphasize improving graduate student experiences as well as managerial competencies. Organizations' leaders should make their diversity management practices readily apparent as women and minority MBA graduates are likely to view such practices as important during their job search.

This study contributes to the knowledge of factors that influence career success.

Men have not traditionally been considered a viable target market for most household purchases and, thus, for coupon distribution. However, with significant social changes over the last several decades, men may offer an opportunity for sales growth in many product categories. This study surveyed 206 males and females to identify gender differences in products purchased, frequency of coupon use by product type, and coupon source. The study also used demographics and parental coupon use to profile gender differences. Men were found to play a major role in household purchases, particularly for groceries, and to be light users of coupons overall. Men also were found to purchase more online products and more food delivery services than women but to use fewer coupons. Men were, however, found to be heavy users of grocery store loyalty cards.

This paper aims to examine how participation in varsity athletics during college affects career success in the first decade after graduation. The paper predicted that student-athletes would develop greater mentoring skills and emotional intelligence, leading to higher starting salaries as they enter the professional workforce and faster rates of salary growth as their careers progress.

Cross-sectional nationwide survey study.

The paper finds that former collegiate athletes score higher on measures of mentoring and emotional intelligence and have higher salaries through the first ten years of their careers than their non-athlete counterparts. The paper also finds that there are significant interaction effects for gender, such that male athletes score higher than male non-athletes on measures of mentoring and emotional intelligence, while female athletes score the same as non-athletes on these measures. Gender also impacted salary differences, such that at the start of their careers, female student-athletes enjoyed a significant salary boost relative to male athletes and both male and female non-athletes, but saw this advantage decrease within five years and disappear altogether by the time they had worked ten years.

This study highlights the ways in which participation in collegiate sports affects student-athletes, and how these effects differ for men and women. These findings are worthy of continued investigation and should encourage scholars to question how activities beyond the classroom might affect students' preparation for life and careers after college.