Patterns of discrimination in hiring job applicants with disabilities: The role of disability type, job complexity, and public contact.

Objective: To evaluate the effects of disability type, job complexity, and public contact on hiring decisions. Design and Participants: An Americans With Disabilities Act (ADA; 1990) fact sheet and matched resumes with vocational and medical histories including chronic mental illness, developmental disability, closed head injury, and back injury were provided to 295 undergraduate business-related majors, who rated the applicants' suitability for 2 job positions and work shifts. Results: Findings indicated disparities in ratings of employability as a function of disability type. Paired comparisons yielded complementary findings, with effects of disability type and Disability Type × Job Complexity, but no effects of public contact. Conclusions: Stereotyping and discrimination in employment decisions apparently persist, more than 10 years after the ADA. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Employment status passages and psychosocial well-being.

Medical students entering the labor market were studied to find out whether the improvement of psychosocial well-being depends on characteristics of their careers. Psychosocial well-being was described on the basis of psychosomatic stress symptoms, psychological distress (General Health Questionnaire), and strain resistance resources (Sense of Coherence). The 3-year follow-up showed that among women the improvement of strain resistance resources was delayed in the group with several entries into work. Among men the findings suggested associations between stress symptoms and career characteristics. Most of the results, however, did not support the hypothesis about the division of the participants into those with a stable career and improving well-being and those with a fragmented career and low well-being. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Perceived employment barriers and their relation to workforce-entry intent among people with HIV/AIDS.

As treatments have improved health and quality of life for people with HIV/AIDS, many have contemplated workforce reentry. Workforce reentry rarely occurs among people with illness-related disability. The authors mailed a survey that included workforce-entry-related concerns to 1,991 HIV/AIDS clients. Factor analysis extracted 6 areas of concern (benefits loss, work-related health, job skills, discrimination, personal health care, workplace accommodation). Levels of concern generally increased with HIV acuity level and time since last worked. Work-related health concerns predicted consideration of workforce entry, and work-related health concerns and benefits-loss concerns predicted estimated time to return to work. Findings provide quantitative validation of intuitive categories of workforce-entry concerns among people with HIV/AIDS and suggest that concerns may shift with progress toward workforce entry. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Adverse impact: Is it a viable concept?

It appears that those federal agencies responsible for enforcement persist in the belief that a given test score can mean one thing in one subgroup and something else in another and/or that inferences from a set of test scores can be valid for one subgroup but not for another. First surfacing in early agency regulations in connection with the now discontinued "differential validity" requirement, the belief still manifests itself in the concepts of "unfairness" and "adverse impact." Furthermore, the determination of the presence or absence of adverse impact on the basis of the impact ratio involves numerous statistical and measurement issues. Use of the impact ratio to establish the prosecutorial posture of an enforcement agency is clearly flawed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

人工智能对国内劳动就业影响研究综述

利用citespace关键词共现分析方法,梳理了1980年以来人工智能对劳动就业影响的国内相关文献,发现目前的研究议题主要包括人工智能影响就业的机制、人工智能对就业规模的影响、人工智能对收入分配的影响、人工智能对就业形态的影响、人工智能对劳动过程与劳动关系的影响. 总体来看,目前的研究主要集中在与劳动力市场相关的议题; 理论性的论述占大多数,而具有说服力的实证研究较少; 宏观性的研究较多,深入企业与生产现场考察的微观研究较少. 未来应进一步拓展研究主题,进行多种视角与跨学科研究,重视实证研究与微观研究.     

IT认证与专业课程相适应的教学研究

随着信息技术的高速发展,IT行业人才的需求与培养成为高校教学改革面临热点问题.本文分析了传统的人才培养模式改革的必要性.通过调整专业课程体系,使IT职业认证与专业课程相适应,开创新的人才培养模式把学生培养成为高素质的技术应用型人才,从而满足市场需求.     

高素质人才加入公务员队伍的制约因素和对策研究

治国重在治吏,善治来于"善吏",政府的社会作用是通过全体公务员的有效工作体现出来。随着我国公务员制度的逐步完善,公务员的素质已有所提高,但高素质人才占公务员总体的比例仍然不高,这与我国的人才外流、公务员制度运行及人才服务体系不健全等现象也有一定关系。本文通过对我国公务员队伍现状的分析,指出了阻碍高素质人才加入公务员队伍的原因,并相应地提出了吸引和激励更多高素质的人才加入到公务员队伍对策。     

金融危机下的新思考——论高校班主任开展就业心理辅导工作

本文通过分析金融危机背景下的大学生就业危机心理现状,从班主任工作角度提出开展就业心理辅导工作的思考和建议,以此帮助大学生迈出人生中最关键的一步。本文特别提出了“就业心理辅导”的“近期”“远期”说,强调“就业心理辅导”的关键在“授之以渔”。     

基于信息熵和贝叶斯方法的就业指导辅助决策技术

为了提高对大学生就业指导辅助决策的准确性和客观性,研究了基于数据挖掘技术进行就业指导辅助决策的技术及其实现的关键方法,根据学生基本信息和就业的历史记录,基于信息论的不确定性描述方法,分析了不同就业岗位上学生各类基本素质的重要程度,再根据属性重要程度提取影响就业的主要属性,在此基础上使用朴素贝叶斯算法进行就业预测分析,实践表明,按照文中提出的方法进行专业化就业指导,方法可行,结果符合实际情况．     

提升高职院校学生就业满意度的思考

在对我校历届高职毕业生进行跟踪调查及对调查结果进行统计分析的基础上,提出了学生要树立正确的职业定向、引导学生完成职业规划目标、建立高职学生职业定向的工作机制和教与学评价机制等,探索了提升高职毕业生就业满意度的途径和方法.