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Many Japanese women temporarily leave their jobs during the childrearing phase. In this paper, the author summarizes the present situation and causes of this interruption of work by Japanese women in the childrearing phase, mainly by re-aggregating the results of the National Survey of Households with Children conducted by the Japan Institute for Labour Policy and Training in 2012. This analysis revealed that 62 per cent of all women in the childrearing phase, and of these, 56 per cent of those with a university degree or higher educational background, are classified in 'interruption type' career courses. The regular employee ratio of women in 'interruption type' employment is 36 percentage points lower than those in '(job) continuation type' employment, and their average annual incomes are also only about half. Around 60 per cent of women in the childrearing phase think it ideal to continue working after childbirth, exposing a wide gap between ideals and realities when it comes to balancing work with childcare. Possible factors behind the expansion of job interruption in the childrearing phase to women from higher educational backgrounds include the fact that the gender-specific role expectations placed on women (responsibility for housework and childcare) remain as high as ever, and that job interruption is influenced by male-centered Japanese-style employment practices.

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This regional synthesis report is a result of a collaborative research study conducted in nine countries in the Asia-Pacific region (Fiji, Indonesia, Mongolia, Pakistan, Philippines, Republic of Korea, Samoa, Sri Lanka, and Uzbekistan). It provides current information of the situation of teachers in the region and finds that, if teachers are to meet the education needs of 21st century learners, they require support in their professional development and career options suited to their areas of expertise. The countries were chosen to reflect the diversity of the region, both in terms of geography and education systems. The study focused on the types of career pathways currently available for teachers in the nine countries. It also investigated: how professional development is linked to career progression; the extent to which teachers receive career guidance; incentives used to reward good practice and additional responsibilities; types of promotion opportunities; support provided by principals to teachers in terms of their professional development and career advancement; and the extent to which the issue of gender affected career development.

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Scholarly articles and the Australian media claim that 30-50 per cent of Australian teachers leave teaching within their first five years in the role. The figures are considered to be well established although some articles acknowledge that they are estimates. In reality, there is no robust Australian evidence, and figures do not agree. What evidence there is, nationally and internationally, suggests that attrition is dynamic, varies by school level and location, and is not always negative and not always due to the school environment. In the absence of Australian evidence, articles should be more cautious about figures cited, and about causation. Attention should be paid to the classification of attrition types and a typology is outlined in this article, based on the teacher supply pipeline, along with what evidence exists on teacher exits at each level. This typology may facilitate greater transparency about levels of early career teacher attrition, leading to a broader and more nuanced policy and research conversation in the area of teacher supply.

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[The authors'] model explains the observed gender-specific patterns of career and child care choices through endogenous social norms. [The authors] study how these norms interact with the gender wage gap. [They] show that via the social norm a couple's child care and career choices impose an externality on other couples, so that the laissez-faire is inefficient. [The authors use their] model to study the design and effectiveness of three commonly used policies. [They] find that child care subsidies and women quotas can be effective tools to mitigate or eliminate the externality. Parental leave, however, may even intensify the externality and decrease welfare.

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This study analyses how the long-term modernisation process as well as ups and downs of business cycles affect the entry of men into the labour market in West Germany and their career mobility. Combining longitudinal data from the German Life History Study and the [Arbeiten und Lernen im Wandel] ALWA study, we first reconstructed men's job histories continuously for the period between 1945 and 2008. As a measure of men's 'goodness of jobs' at entry into the labour market and across the job career, the magnitude prestige scale (MPS), has been employed. Then, we used the time series data obtained from official statistics to perform factor analysis and suggest a more substantially grounded approach than the conventional approach to the analysis of age (A), period (P) and cohort (C) effects. In particular, we assessed how the modernisation process and continuously changing labour market conditions affect men's entry into the labour market across successive cohorts. Based on their further occupational careers, we used a multi-level event-history model to study how placements in first jobs (cohort effect) and the continuously changing macro structure (period effect) influence men's upward, lateral, and downward career mobility, controlling for men's individual-level resources, such as educational attainment and changing labour force experience (life-course or age effect). This fully dynamic analysis shows that there was improvement in the quality of entry-level jobs and increased mobility across men's birth cohorts. This allows us to gain a better understanding of how long-term macroeconomic trends have influenced social inequality in West Germany across several generations.

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Over the last four years a number of important sources of information on the career path of tradespeople have become available. This paper collates systematically the information from several sources on three major aspects of career path of tradespeople: the time spent in trade, the destination of those who leave and the motives for doing so. Only those who completed an apprenticeship in Australia are covered.

The main findings are that there is considerable net mobility out of trade but that over a complete career, individuals also move in and out of trade more often than was thought. The main movements out of trade are advances to trade or trade-related jobs, although a significant percentage are regressions. Overall, the useage of trade skills, even by those not working as a tradesperson, is high. The main reasons for leaving the trade appear to be pay and conditions and job security, although other reasons are also important. The review also identified a number of areas in which current sources are deficient, particularly in terms of coverage of the workforce and in the range of issues covered.

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This study examined how college women's instrumentality and expectations about combining work and family predicted early career development variables. Specifically, 177 undergraduate women completed measures of instrumentality (i.e., traits such as ambition, assertiveness, and risk taking), willingness to compromise career for family, anticipated work-family conflict, traditionality of career choice, leadership aspirations, and occupational engagement. High levels of instrumentality were associated with strong leadership aspirations and occupational engagement. An inverse relationship emerged between the selection of a more traditional career and less anticipation that work would interfere with time spent with family, and a positive relationship emerged between high leadership aspirations and more anticipation that family would be a strain on work. Additionally, anticipating that work would interfere with time spent with family had a positive relationship with occupational engagement. Findings are discussed, and recommendations for career counseling for young women are provided.

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This chapter is part of a volume that brings together contributions from six countries and aims to highlight the changing nature of young people's transitions from education to work. The authors argue that learner pathways are not always linear in the traditional sense, that is from secondary to tertiary education and then into work, nor are they always in the traditional direction from vocational education to higher education. They interrogate the notion of transition, or learner moves between and within educational sectors, in response to the need for better understanding of the different types of transition and learners' experiences of their transitions. The chapter is based on research in South Australia that explores pathways within and between the higher- and vocational-education sectors.

The book from which this chapter is taken is indexed at TD/TNC 97.915. Individual chapters are indexed from TD/TNC 97.916 to TD/TNC 97.926. Show less

Chinese entrepreneurs, whose population has been steadily growing since the Reform and Open Up in 1978, are a diverse group of people. Though previous research has analysed Chinese entrepreneurs by special cases, few have conducted a nationally representative study of their typology. And even fewer have analysed the life outcomes of the different types of entrepreneurs. Relying on two waves of the panel data from the China Health and Retirement Longitudinal Study (CHARLS) and with the technique of sequence analysis, for the first time, we explored the heterogeneous career trajectories of Chinese entrepreneurs and their corresponding life outcomes.

We successfully depicted four unique entrepreneurial trajectories in China since the 1950s, which are necessity entrepreneurs, employee entrepreneurs, persistent entrepreneurs and farmer entrepreneurs. Our empirical results can support both the cumulative disadvantage theory and the set-point theory in health-related studies. Among all the entrepreneurs, farmer entrepreneurs have the worst self-rated health in the long run, which supports the cumulative disadvantage theory. At the same time, all types of entrepreneurs have similar depressive symptoms and economic returns, which supports the set-point theory.

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Although it might be considered one of the main vigorous distortions in the Palestinian labour market, qualification mismatch has not been studied by researchers in Palestine. We draw upon this gap using Palestinian labour force survey between 2009 and 2016. This paper therefore presents a multinomial logit model to identify the factors affecting the prevalence of qualification mismatch and uses the Verdugo and Verdugo model to estimate its impact on wages. Findings support the spatial mobility theory, job competition theory and assignment theory which consider mismatch as a persistence phenomenon. Accepting mismatched job in early period of career life will not shorten the pathway for a matching job in the future. Female, married workers, rural and camp dwellers, workers in Israeli labour market, workers in construction, services, commerce and hotel sectors have more likelihood to face mismatches than others. Findings also reveal the existence of a wage penalty due to over-qualification mismatches and wage premiums for underqualification.

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