Overeducation and College Major: Expanding the Definition of Mismatch Between Schooling and Jobs*

Robst, John

doi:10.1111/j.1467-9957.2008.01064.x

Cited by 60 publications

(87 citation statements)

References 27 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Some studies show that overeducation decreases with age (Aleksynska and Tritah 2013;Jensen et al 2010;Robst 2008;Sutherland 2012) or has a U-shaped relationship with it (Tarvid 2012), while others report that age is irrelevant (Blázquez and Budría 2012;Chevalier and Lindley 2009;Frei and Sousa-Poza 2012;Kiersztyn 2013;Wirz and Atukeren 2005). Overall, these results imply that the young may still have a comparatively higher probability of mismatch after controlling for other relevant factors.…”

Section: Determinants Of Job Polarization and Skills Mismatchmentioning

confidence: 99%

Imbalanced Job Polarization and Skills Mismatch in Europe

Sparreboom

Tarvid

2016

J Labour Market Res

View full text Add to dashboard Cite

This paper considers the education of the labour force based on an analysis of trends in and the relationships between job polarization and skills mismatch. Both job polarization and skills mismatch have become topics of increasing interest, but relationships between the two have been relatively neglected in the literature. We argue that the relationship between polarization and skills mismatch is an empirical matter, which we analyse at both the macroeconomic and microeconomic level in European countries. A novel job polarization index (JPI) is proposed to measure imbalanced job polarization. It takes into account not only the change in the share of medium-level jobs, as is typical for measuring pure polarization, but also the imbalance between the change in high-level and low-level jobs. Skills mismatch at macrolevel is measured by a skills mismatch index (SMI), while traditional measures of undereducation and overeducation are used at the microeconomic level. At the macroeconomic level, we estimate a system of two equations, one for each of the country-level variables gauging polarization and mismatch, respectively. Imbalanced job polarization measured Electronic supplementary material The online version of this article (doi:10.1007/s12651-016-0196-y) contains supplementary material, which is available to authorized users.Responsibility for opinions expressed in this paper rests solely with the authors and does not constitute an endorsement by the ILO. by the JPI negatively affects skills mismatch at the macroeconomic level (SMI), but there is no significant reverse effect. Thereafter we consider the microeconomic level and study the determinants of mismatch using multi-level mixed effects logistic models. The effect of imbalanced job polarization on individual-level mismatch was arguably favourable for individuals in non-crisis time, decreasing overeducation risk although also increasing the chances of undereducation, both gauged using the normative measure, but unfavourable during the global financial crisis of 2008-2009 and the following two years.

show abstract

Section: Determinants Of Job Polarization and Skills Mismatchmentioning

confidence: 99%

Imbalanced Job Polarization and Skills Mismatch in Europe

Sparreboom

Tarvid

2016

J Labour Market Res

View full text Add to dashboard Cite

show abstract

“…It is broadly accepted in the literature that individual human capital endowment, particularly education and training (Dolton & Vignoles 2000;McGuinness & Bennett 2007;Robst 1995Robst , 2007Robst , 2008; heterogeneity in skills and ability (Green et al 1999;Green & McIntosh 2007;Chevalier 2003;Chevalier & Lindley 2009), job characteristics Green & McIntosh 2007;Dolton & Silles 2008), and spatial factors (McGoldrick & Robst 1996;Büchel & Battu 2003;Büchel & van Ham 2003) play significant roles in ascertaining why some individuals are over-educated or overskilled whereas others are not. There is however a very limited number of studies in the literature which pay attention on the role of workplace characteristics such as hiring practice, share of highly educated workers at the workplace, firm competitors, capital and labourintensive firms in influencing the determinants of overeducation and overskilling.…”

Section: Introductionmentioning

confidence: 99%

Workplace Characteristics and Determinants of Over-education and Overskilling in the Manufacturing Sector in Malaysia

Zakariya¹,

Noor²

2014

View full text Add to dashboard Cite

show abstract

“…Human capital accrued from a university qualification is related to the major field of study, and cannot be completely transferred to other occupational fields, so that not working in the field of the major also incurs a loss of human capital and thus a loss in wages (Robst, 2008). Further, time spent gaining qualifications and higher occupational experience in the wrong occupation also increases the opportunity cost of switching, because of the loss of the accumulated human capital (Baird, 2012).…”

Section: The Economic Perspectivementioning

confidence: 99%

“…Very little research on actual occupational change in knowledge occupations has been undertaken, especially with respect to a range of fields of study (Robst, 2008).…”

Section: Rationale Of the Researchmentioning

confidence: 99%

“…The economic feasibility of occupational mobility depends not just on the costs of training, but also on the accumulated costs of the change referred to as the 'opportunity cost' (Blau et al, 2009;Chesters & Watson, 2013;Neapolitan, 1980;Packard & Babineau, 2009;Robbins, 1978;Robst, 2008). As it is very difficult to simultaneously qualify for multiple occupations, or to justify the additional expense of further education, reduced mobility in knowledge occupations is implicit in human capital theory (Campbell & Banerjee, 2013;Freeman, 1971).…”

Section: The Economic Perspectivementioning

confidence: 99%

See 1 more Smart Citation

Lifelong career mobility and change options in knowledge occupations: career pathway implications of initial degree choices

Eggins¹

View full text Add to dashboard Cite

Because of the social, personal and financial benefits of paid work activities, occupational choices, and lifelong career options warrant careful consideration. Rapid social, technological and organisational change is theorised to produce changes in the world of work where future, or 'new careers' will be characterised by high levels of mobility; and the demand for knowledge workers (with a university qualification) in a 'knowledge economy' with be high. Paradoxically there is some agreement that the level of mobility varies between levels of occupations, and is inversely related to education level, so that mobility would be lowest in knowledge occupations. However, from inadequate definitional precision, the type of workforce mobility referred to in these predictions and observations is unclear. In the 'new careers', individuals are increasingly seen to have the freedom and opportunity to construct and manage their own careers lifelong by adding skills and knowledge to an existing set, changing sets, or changing mode of practice, for example to self-employment, or relocating. However knowledge occupations tend to be bounded by mandatory qualifications and other controls, which could make the option of mobility by changing skills and knowledge sets at level, costly in time and money. Factors such as age and gender have also been found to affect choices of field of study and employability on graduation.Information about the level and nature of future mobility options is important for individuals contemplating high initial investments of time and money in their education for labour market entry and lifelong career development. The populist current and future mobility discourse propagated politically and in the media, has the potential to misinform university aspirants about the type and level of their lifelong career pathway options, and warrants clarification.The present study examined the current situation regarding skills and knowledge-set adjustments and changes in knowledge occupations by Australian university graduates, by focusing on skillsand-knowledge-based mobility and change among knowledge occupations. Fields of qualifications, rather than self-reported names of occupations were used as more accurate indicators of actual skills and knowledge sets. The fields of past and recent qualifications of individuals who had undertaken further credentialing were compared to determine the extent to which people with qualifications in a particular field actually chose further study in a different field, as an indication of future occupational intent and of perceived change options. This research also explored the motivations for studying a different skills and knowledge-set, and the influence of demographic, contextual and social factors. A mixed method design was employed and undertaken in two phases. Phase 1, a quantitative study, sourced the Australian Graduate Survey responses as a large secondary data base iii from which patterns of change between educational fields were examined together with their as...

show abstract

Overeducation and College Major: Expanding the Definition of Mismatch Between Schooling and Jobs*

Cited by 60 publications

References 27 publications

Imbalanced Job Polarization and Skills Mismatch in Europe

Imbalanced Job Polarization and Skills Mismatch in Europe

Workplace Characteristics and Determinants of Over-education and Overskilling in the Manufacturing Sector in Malaysia

Lifelong career mobility and change options in knowledge occupations: career pathway implications of initial degree choices

Contact Info

Product

Resources

About