Discussions on policy and management initiatives to facilitate individuals throughout working careers take place without sufficient insight into how career paths are changing, how these changes are related to a modernization of life course biographies, and whether this leads to increased labour market transitions. This paper asks how new, flexible labour market patterns can best be analyzed using an empirical, quantitative approach. The data used are from the career module of the Panel Study of Belgian Households (PSBH). This module, completed by almost 4500 respondents consists of retrospective questions tracing lengthy and even entire working life histories. To establish any changes in career patterns over such extended periods of time, we compare two evolving methodologies: Optimal Matching Analysis (OMA) and Latent Class Regression Analysis (LCA). The analyses demonstrate that both methods show promising potential in discerning working life typologies and analyzing sequence trajectories. However, particularities of the methods demonstrate that not all research questions are suitable for each method. The OMA methodology is appropriate when the analysis concentrates on the labour market statuses and is well equipped to make clear and interpretable differentiations if there is relative stability in career paths during the period of observation but not if careers become less stable. Latent Class has the strength of adopting covariates in the clustering allowing for more historically connected types than the other methodology. The clustering is denser and the technique allows for more detailed model fitting controls than OMA. However, when incorporating covariates in a typology, the possibilities of using the typology in later, causal, analyses is somewhat reduced.
MULTIFILE
De studie beschrijft het antwoord op de vraag de situatie van de alumni van IBS is op de beroepsmarkt. 6 Subvragen zijn gesteld en beantwoord. De vragen zijn1. Hoeveel IBS studenten studeerden af tussen 1990 en2017?2. Wat zijn de meest voorkomende beroepen en functies?3. Is ter een relatie tussen de keuze van afstudeers minor en het beroep van de alumni?4.Welke bedrijven nemen IBS alumni in dienst?5. Waar werken IBS alumni, hoe internationaal is de alumnus?6. Wat is het studie verloop na het IBS Bachelor diploma.De volgende conclusies zijn getrokken.1. Het aantal afgestudeerden lijkt omlaag te gaan. De samenstelling van nationaliteiten lijkt momenteel te verschillen van die aan het begin van de studie. 2. Het curriculum weerspiegelt het meerendeel van de beroepen van de alumni, aan Sales wordt in het curriculum minder aandacht besteed dan het aantal banen die vervuld worden. 3. De minoren vormen een goede afspiegeling van de beroepen. Er is evenwel geen sterke relatie tussende gekozen minor en het uiteindelijk gekozen beroep, wat het beeld versterkt dat IBS een generieke beroepsopleiding is. 4. Alumni werken in meerderheid voor grote internationaal opererende bedrijven. De meest voorkomende zijn te vinden onder de financials, digitale service providers, de retail en consumenten goederen.5. De alumni van IBS werken zeer internationaal. Het lijkt evenwel dat de meest recente alumni minder geneigd zijn in het buitenland te werken. Een mogelijke verklaring kan ook zijn dat er bij internationaal werkende bedrijven in Duitsland en Nederland voldoende banen te vinden zijn. Een ander beeld dat zich aandient dat Nederland voor veel buitenlandse studenten een vestigingsland is voor een professionele carriere.6. Een bachelor opleiding is nog steeds een goed fundament voor een business carriere aangezien voor 2/3 van de alumni het bachelor diploma het hoogst behaalde diploma is.
The central goal of this study is to gain insight into students' study approach, their personal reasons and the relations between them regarding students who continue or withdraw from the educational system within one year. Results of our questionnaire study show that students who continue their educational careers show higher scores on a meaningful integrative study approach when entering Higher Education, than students who withdraw. Our questionnaire on personal reasons for withdraw revealed three scales: (1) perception and experience of educational and organizational aspects, (2) pragmatic and personal circumstances and (3) loss of interest in the future occupations. Personal reasons for continuing also produced three scales: (1) perception and experience of learning environment quality, (2) pragmatic and personal orientation and (3) future occupational identity. Withdrawing students' scores on meaningful integrative study approach are negatively related to perception and experience of educational and organizational aspects, whereas the superficial study approach positively correlates with pragmatic and personal circumstances. With regard to students who continue, high scores on the meaningful integrative study approach relate positively to all three reasons: future occupational identity, perception and experience of learning environment quality and pragmatic and personal orientation.
Despite Dutch Hospitality industry’s significant economic value, employers struggle to attract and retain early career professionals at a time when tourism is forecasted to grow exponentially (Ruël, 2018). Universally, hospitality management graduates are shunning hospitality careers preferring other career paths; stimulating the Dutch Hospitality to find innovative ways of attracting and retaining early career professionals. Following calls from the Human Resource Management (HRM) community (Ehnert, 2009), we attribute this trend to personnel being depicted as rentable resources, driving profit’’ often at personal expense. For example, hotels primarily employ immigrants and students for a minimum wage suppressing salaries of local talent (Kusluvan, et al 2010, O’Relly and Pfeffer, 2010). Similarly, flattening organizational structures have eliminated management positions, placing responsibility on inexperienced shoulders, with vacancies commonly filled by pressured employees accepting unpaid overtime jeopardizing their work life balance (Davidson, et al 2010,). These HRM practices fuel attrition by exposing early career professionals to burnout (Baum et al, 2016, Goh et al, 2015, Deery and Jog, 2009). Collectively this has eroded the industry’s employer brand, now characterized by unsocial working hours, poor compensation, limited career opportunities, low professional standing, high turnover and substance abuse (Mooney et al, 2016, Gehrels and de Looij, 2011). In contrast, Sustainable HRM “enables an organizational goal achievement while simultaneously reproducing the human resource base over a long-lasting calendar time (Ehnert, 2009, p. 74).” Hence, to overcome this barrier we suggest embracing the ROC framework (Prins et al, 2014), which (R)espects internal stakeholders, embraces an (O)pen HRM approach while ensuring (C)ontinuity of economic and societal sustainability which could overcome this barrier. Accordingly, we will employ field research, narrative discourse, survey analysis and quarterly workshops with industry partners, employees, union representatives, hotel school students to develop sustainable HRM practices attracting and retaining career professionals to pursue Dutch hospitality careers.
Gender barriers are a complex problem, as they are created and maintained by multiple dimensions of our societal system; governments, the corporate world, and by society itself. Within the hospitality industry, one of the most people-oriented sectors there is, gender barriers are especially a problem. Although there is equality amongst the entire Dutch hospitality sector in general (48.2% women, (CBS, 2022)), only 17% of top-management positions within the 5 largest hotel-chains in the country are occupied by women (Hampshire Hotel Group, 2022; Accor Group, 2022; van der Valk International, 2022; NH Hotels, 2022; NIBC, 2022). With the hospitality industry revolving around people and experiences, it is of utmost importance that it represents the actual world-population and society. In order to address the current challenges the industry is facing, it is time to face the elephant in the room; why don’t women get included in top and senior management within the hospitality industry as much as men do? This trajectory aims to identify where gender barriers occur within the Dutch hospitality industry and accordingly develop, and test interventions (enablers) together with two of the largest hotel-chains in the Netherlands, in order to improve women career advancement. The first phases of the trajectory will focus on the entire Dutch hotel sector, while the intervention phase will only be executed in collaboration with NH Hotels and IHG. The final phase of the trajectory will explore the implications of the findings from the industry to hospitality management education. By enabling more women to advance their hospitality careers, this will have a large impact on the industry’s sustainability and resilience, and again positively impact wider society.
What is the current career of alumni from the International Business School of hte Hanze University of Applied Sciences. Where do they work and what is the relevance of Internationalisation in the careers of these Alumni.IBS Hanze alumni work Internationally, some 30 % of the Dutch and Germnan alumni work in other countries than their nationality. For alumni of other nationalities both germany and the Netherlands seem te be countries of settlement. Alumni work in majority for larger companies that operate Internationally. This research explores if and how the career of IBS Hanze UAS alumni can be considered international.Country of settlement, nationality and home base of the employing company were considered in a descriptive research. Data was collected form the public LinkedIn profile of 2050 alumni as well as Hanze UAS internal databases. A smal qualitative research was conducted with 46 respondents to explore the questions why and how Internationalisation was relevant for the alumni.
