Employment Status of the Graduates and Postgraduates of Janapriya Multiple Campus

Employment status of graduates is an important indicator of the effectiveness of academic and training programs. This research study attempts to explore employment status of graduates and postgraduates in terms of types of employment (i.e. full time, part time and self employment), designation (i.e. senior, middle, operation and assistant level), and types of employers' institution (i.e. private, public, NGO/INGO and government) of Janapriya Multiple Campus. This study is a descriptive research based on frequency analysis of quantitative data. A structured questionnaire was designed to collect relevant quantitative data necessary for the research through convenient sampling technique. The sample size for this study is 90. Among the total sample, 87 i.e. 96.7 percent are graduates and remaining are post graduates. This study concludes that more than three quarters of the respondents i.e. 85.40 percent were employed in private institutions as full time employees i.e. 75.90 percent. Moreover, majority of respondent i.e. 60.9 percent were employed at assistant level and very few i.e. 13.0 percent were self employed.

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Beyond the Employment Dichotomy: An Examination of Recidivism and Days Remaining in the Community by Post-Release Employment Status

International Journal of Offender Therapy and Comparative Criminology ◽

10.1177/0306624x18808685 ◽

2018 ◽

Vol 63 (5) ◽

pp. 712-733

Author(s):

Amanda M. Bunting ◽

Michele Staton ◽

Erin Winston ◽

Kevin Pangburn

Keyword(s):

Risk Factors ◽

Employment Status ◽

Full Time ◽

Criminological Research ◽

Part Time ◽

Time Part

Criminological research has tended to consider employment in a dichotomy of employed versus unemployed. The current research examines a sample of individuals 1-year post-release to assess the extent to which four distinct employment categories (full-time, part-time, disabled, and unemployed) are associated with reincarceration and days remaining in the community. Findings indicate disabled individuals remain in the community longer and at a higher proportion compared with other employment categories. Furthermore, unique protective and risk factors are found to be associated with each employment category while some risk factors (e.g., homelessness) highlight the importance of addressing reentry barriers regardless as to employment status.

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Relations of Early Maternal Employment and Attachment in Introvertive and Extraverttve Adults

Psychological Reports ◽

10.2466/pr0.1997.81.2.403 ◽

1997 ◽

Vol 81 (2) ◽

pp. 403-410 ◽

Cited By ~ 1

Author(s):

Meera Domingo ◽

Sharon Keppley ◽

Catherine Chambliss

Keyword(s):

Maternal Employment ◽

Employment Status ◽

Full Time ◽

Personality Styles ◽

Eysenck Personality Inventory ◽

Part Time ◽

Median Split ◽

Time Part ◽

Maternal Presence ◽

Adolescent Relationship

The present study examined attachment scores of adult children whose mothers were employed and how maternal employment varied as a function of children's personality styles. Children's extraversion was expected to moderate the effects of maternal employment on their attachment as adults. Responses of 106 undergraduates were obtained on 3 measures, the Eysenck Personality Inventory, the Adult Attachment Scale of Collins and Read, and the Adolescent Relationship Scales Questionnaire of Scharfe and Bartholomew. A median split was performed to divide subjects into those scoring High and Low on Extraversion. Subjects were then grouped on the basis of their mothers' employment status during the subjects' infancy (Full-time, Part-time, Nonemployed). Subjects high on Extraversion seemed to show more adverse attachment consequences in adulthood following full-time maternal employment during infancy. Adults who scored high on extraversion may have been more comfortable with continual maternal presence during infancy, while those more introverted as adults may have adapted better to the periods of separation associated with infant day care.

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Association between maternal employment status during pregnancy and risk of depressive symptomatology 1 month after childbirth: the Japan Environment and Children’s Study

Journal of Epidemiology & Community Health ◽

10.1136/jech-2020-213943 ◽

2021 ◽

pp. jech-2020-213943

Author(s):

Yuri Aochi ◽

Kaori Honjo ◽

Takashi Kimura ◽

Satoyo Ikehara ◽

Hiroyasu Iso

Keyword(s):

Social Support ◽

Maternal Employment ◽

Employment Status ◽

Depressive Symptomatology ◽

Depression Scale ◽

Full Time ◽

Equivalent Income ◽

Increased Risk ◽

Part Time ◽

Time Part

BackgroundPrevious studies, which examined the association between employment status and postpartum depression, were limited by binary or ternary employment status measures (employed/unemployed or full-time/part-time/unemployed). This study examined the association between detailed employment status during pregnancy and risk of depressive symptomatology 1 month after childbirth, and the effect modification by one’s perceived level of social support and household equivalent income.MethodsOur study examined 76 822 participants in the Japan Environment and Children’s Study. The exposure included maternal employment status during pregnancy (regular workers, dispatched workers, part-time workers, self-employed workers, non-employed and others), and the outcome was depressive symptomatology 1 month after childbirth: Edinburgh Postnatal Depression Scale (EPDS scores ≥9 and ≥13). Adjusted ORs and 95% CIs of depressive symptomatology associated with employment status were calculated by multivariable logistic regression. Subgroup analyses by perceived level of social support and household equivalent income were conducted.ResultsCompared with regular workers, the risk of depressive symptomatology (EPDS score ≥9) was higher for non-employed and others, and that (EPDS score ≥13) was so for part-time workers. There was no significant interaction by perceived level of social support and household equivalent income in the associations. However, part-time workers and non-employed had excess risk of depressive symptomatology among women with lower perceived level of social support, but not among those with the higher one.ConclusionCompared with regular workers, part-time workers and non-employed had an increased risk of depressive symptomatology, which was confined to women with lower perceived level of social support.

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The Politics of Part-Time Work: Gender, Employment Status, and Preferences for Redistribution

Politics & Gender ◽

10.1017/s1743923x20000653 ◽

2020 ◽

pp. 1-38

Author(s):

David S. Pedulla ◽

Michael J. Donnelly

Keyword(s):

Employment Status ◽

General Social Survey ◽

The United States ◽

Limited Attention ◽

Full Time ◽

Cross Sectional ◽

Preferences For Redistribution ◽

Time Work ◽

Part Time ◽

Part Time Work

Abstract The social and economic forces that shape attitudes toward the welfare state are of central concern to social scientists. Scholarship in this area has paid limited attention to how working part-time, the employment status of nearly 20% of the U.S. workforce, affects redistribution preferences. In this article, we theoretically develop and empirically test an argument about the ways that part-time work, and its relationship to gender, shape redistribution preferences. We articulate two gender-differentiated pathways—one material and one about threats to social status—through which part-time work and gender may jointly shape individuals’ preferences for redistribution. We test our argument using cross-sectional and panel data from the General Social Survey in the United States. We find that the positive relationship between part-time employment, compared to full-time employment, and redistribution preferences is stronger for men than for women. Indeed, we do not detect a relationship between part-time work and redistribution preferences among women. Our results provide support for a gendered relationship between part-time employment and redistribution preferences and demonstrate that both material and status-based mechanisms shape this association.

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Labour Market Statistics: Full-time part-time employment - common definition: incidence (Edition 2020)

OECD Employment and Labour Market Statistics ◽

10.1787/d9f7e774-en ◽

2017 ◽

Keyword(s):

Labour Market ◽

Full Time ◽

Common Definition ◽

Part Time ◽

Time Part

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The influence of employer rankings, employment experience, and employee characteristics on employer branding as an employer of choice

Career Development International ◽

10.1108/cdi-11-2018-0290 ◽

2019 ◽

Vol 24 (7) ◽

pp. 636-657 ◽

Cited By ~ 5

Author(s):

Gordhan K. Saini ◽

I.M. Jawahar

Keyword(s):

Psychological Contract ◽

Full Time ◽

Job Seekers ◽

Employer Branding ◽

Important Indicator ◽

Content Type ◽

Part Time ◽

Employment Experience ◽

Employee Characteristics ◽

Employer Of Choice

Purpose Drawing on the psychological contract theory and signaling theory, the purpose of this paper is twofold: first, to examine the effect of employer rankings and employment experience on employee recommendation of an employer as an employer of choice and second, to examine whether these effects vary by employee characteristics (i.e. full-time vs part-time, current vs former and newcomers vs established employees). Design/methodology/approach The authors used multilevel logistic regression on a sample of 39,010 Glassdoor employee reviews, drawn from the companies for which three-year employer rankings (from 2015 to 2017) were available, to achieve our research objectives. Findings The results show that employment experience influenced employees’ recommendation of an employer as an employer of choice. The average standardized rankings for three years (i.e. 2015–2017) was also associated with employees’ recommendation of an employer as an employer of choice. Employee characteristics such as employment type (i.e. full-time vs part-time), employment status (i.e. current vs former) and tenure significantly interacted with employment experience in affecting recommendations of a company as an employer of choice. Originality/value In contrast to the bulk of the research on employer branding that relied on job seekers, the authors studied factors that influence employees’ recommendation of an employer as an employer of choice, arguably the most important indicator of employer internal brand strength. The results offer fresh theoretical and practical insights in an area where research lags far behind practice.

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