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This article examines the role of the Great Depression in shaping the intergenerational mobility of some of the most upwardly mobile cohorts of the twentieth century. Using newly linked census and vital records from the Longitudinal, Intergenerational Family Electronic Micro-database, we examine the occupational and educational mobility of more than 265,000 sons and daughters born in Ohio and North Carolina. We find that the deepest and most protracted downturn in U.S. history had limited effects on sons' intergenerational mobility but reduced daughters' intergenerational mobility.

One of the key pillars of a country's advancement is its educational system; a country is only as advanced as the quality of its education system. The viability of the educational system and the relationships among its constituent parts heavily rely on the work of the school principal. The process of replacing the principal, also known as the succession of the principal, produced the current principal who now oversees the school. This study employs a qualitative case study methodology and focuses on the issue of unprepared succession plans in schools when principals change. This research was conducted in four schools in Banten and West Java, comprising two public schools and two private schools. Interviews were carried out with the School Principal, Foundation/Education Supervisor, and Vice Principal. The interview transcripts were analyzed through the identification and coding of data using Atlas.ti software. Data interviews with school administrators on their leadership in carrying out the leadership succession process in schools employed qualitative methodologies. In order to prepare for succession planning that may be applied to schools that have not yet adopted a planned succession process, this research was created to assess the implementation of succession planning for school principals. The evaluation's findings show that the succession of school principals in elementary schools has not been implemented and has not been planned, so it is crucial that this succession be planned for and implemented consistently to guarantee the development, success, and sustainability of a school. According to study findings, unexpected succession may result in school principal vacancies. According to some academics, a decline in the desirability of candidates for jobs as school administrators is the cause of the current shortage of principals.

This study aims to explore and compare the experiences of international academics in government-funded research institutes in Korea and Japan and focuses on their integration through primary roles and contributions, reasons to stay, and the challenges they face in their academic and daily lives. Although international academics are critical human resources in academia, their experiences in northeast Asian research institutes, instead of universities, require thorough investigation. Additionally, policy initiatives and projects in these countries tend to emphasize international academics in universities instead of those in research institutes. The study conducted semi-structured interviews between October 2020 and July 2021 with 15 international academics from government-funded research institutes in Korea and Japan. We intend to illuminate their experiences outside of universities and demonstrate that a clear academic role, a (relatively) horizontal organizational culture, and systemic support are the major reasons for their decision to stay and integrate. We also highlight the challenges they face in relation to policy, language, and family issues. International academics help create an internationalized work environment, although they frequently struggle to bridge domestic and international academia. All interviewees were male academics working in the science, technology, engineering, and mathematics fields; thus, further studies are required to explore the experiences of female international academics and those working in other areas and to compare between the academic cultures of universities and research institutes in Korea and Japan.

While language is clearly an important aspect of (labor) migration, there have not been many contemplations and interrogations, although truly compelling and necessary, on language varieties and their place and position in labor migration and transnational work in the contemporary world, and hence why we intend to do so in this article. In our paradigmatic analysis of language varieties in the context of labor mobilities, we shall take the case of the varieties of English arising from the global spread of the language worldwide as our focal point. The world Englishes paradigm thus greatly informs and substantiates our discussion so we shall first give the principles of this paradigm shift in linguistics begun by Braj Kachru. We subsequently connect world Englishes theorizing to labor migration practices. We shall argue that language is not only integral to the work being done by migrants, but is actually the work in itself. A consequence of this is that there are language varieties and Englishes which fit the work to be done more than others, and, therefore, these varieties and Englishes are becoming commodified as well in labor migration. We shall also take a look at the structural ramifications of labor migration on Englishes, how these new varieties are restructured further as they move from one place to another along with labor migrants. As it will become apparent, our discussion covers the situation of labor migrants in precarity more than the hyper-mobile elites often privileged in migratory contexts. Ultimately, we shall synthesize issues relating to language varieties in the context of transnational work and propose strategies in dealing not only with multilingual but also language-varietal diversity in (labor) migrations and mobilities.

To explore scientific mobility patterns, we leverage a rich bibliometric dataset on Taiwanese academia. We investigate the movement and productivity of 21,051 highly active researchers who published while affiliated with Taiwanese higher education institutions based on 30 years' worth of publication and affiliation records from 1991 to 2020. The analysis shows evidence of brain drain in Taiwan since the 2010s, with the U.S. the top destination for researchers moving from Taiwan (as well as the largest source of inbound researchers). China comes a close second to the U.S. as the top destination for outbound scholars. Studying how Taiwan's universities recruited talent after the country adopted the 2005 excellence initiative, we discover that the numbers of scholars recruited by World Class Universities (WCUs) and non-WCUs surprisingly converge with WCUs exhibiting a dramatic decrease in new recruits. Our evidence uncovers that inbound scholars, after their move, are more productive than non-mobile colleagues; however, this effect declines over time. We discuss implications for the study of excellence initiatives, their (un)intended consequences, and mechanisms of talent circulation that greatly impact research production and research university development.

While internationalising scholarly careers is an imperative in current academia, literature has focused on the impact of such a process at the institutional, national, and international levels. Yet, internationalisation is connected to the personal dimension of careers and, consequently, it might defy academics' understanding of their working life. The intertwined between well-being and internationalisation in academia is understudied. Using data from qualitative interviews with social science scholars in Mexico, we argue that, seen from the periphery, internationalisation affects personal well-being and job satisfaction both positively and negatively. The challenges of internationalisation for work-life balance depend on the ability of academics to capitalise on their international experiences and their costs. Results indicate that there is no homogeneous positive position with respect to this imperative of academic life today. Hence, if higher education institutions are committed to pursue strategies for internationalisation, they must recognise the personal costs and benefits of this process.

As the US-China geopolitical tensions escalated, this study sought to investigate how Chinese students respond to the political circumstances when making their post-graduation plans. Drawing from interviews among 15 Chinese international students who graduated from a US university, this study found that most Chinese students did not change their post-graduation plans due to the heightened tensions between the US and China; however, they enacted agency to overcome the difficulties imposed by the geopolitical context. This study challenged the deficit view of international student research by indicating that Chinese students could adapt to a set of perspectives, transform these perspectives into actions, and leverage useful resources to protect their career and life aspirations. The study also warned the danger of the continuity of the anti-China political rhetoric and emphasized the role of higher education institutions in buffering the negative political impact and supporting Chinese and all international students.

In this study, the process of training music teachers working in primary, middle, and high schools affiliated with the Ministry of National Education in Turkey is examined. Within this scope, Higher Education Programs related to Music Education, Pedagogical Formation Education Certificate Program (PFECP) and Student Profile/Quality of Music Education Institutions were investigated to answer three fundamental questions. According to the findings obtained, it has been determined that there is a structure of music education in 16 different faculties with various names, apart from the Music Education program in the Faculty of Education, and students studying in these institutions have the right to be appointed as music teachers by completing the (PFECP). Furthermore, it was determined that the scores of the TYT (Basic Skills Test) determined for admission to 16 different faculties outside the Faculty of Education were very low/insufficient. The education process of the Pedagogical Formation Education Certificate Program does not meet the expected "competencies of the music teaching profession" in training music teachers. In our country, which has a tradition, experience, and accumulation of training music teachers for 100 years, there is a need to re-think and re-imagine the structure and policies of music teacher training in the 21st century. The Ministry of National Education (MONE), the Council of Higher Education (COHE), universities, academicians, civil society organizations, and all stakeholders in music education should take steps to correct the deficiencies, inconsistencies, and contradictions in teacher/music teacher training practices.

Universities, specifically their colleges of business, stress within courses, through events, and across their public persona the significance of gender diversity practices as a means to treat women fairly, provide them with equal opportunities, and to create an even playing field. The emphasis of this topic stresses that gender diversity is of great importance to universities' leaderships. However, this study seeks to explore if the practices within universities match their outward appearances. Within this study the public universities from 11 southern U.S. states during the academic year (AY) 2022-2023 administrative positions from their colleges of business to their upper administrative officers are analyzed regarding their gender compositions of those holding these positions and how their employment practices reflect their true gender diversity, equal opportunity, and fair employment practices. Of particular interest is the sticky floor effect, in which administrative opportunities given to women are explored.

This study investigated the move structure utilised in hotel recruitment posters. To achieve this, a collection of hotel recruitment posters was obtained from groups on Facebook seeking hotel jobs, as this social media service boasts the highest number of members. Three groups were selected for data collection. In total, 525 hotel recruitment posters were collected. Only the English posters were analysed to determine the move structures employed in hotel recruitment posters. The study incorporated inter-coder reliability procedures to ensure the accuracy of the findings. The inter-coder reliability rate was 90.28%, indicating a high level of agreement between the coders. The analysis revealed that hotel recruitment posters comprised 19 distinct moves and 19 individual steps. The move analysis revealed the presence of five mandatory moves, namely Hotel identity (99.43%), Job position (98.29%), Contacts (86.48%), Poster purpose (76.95%), and How to apply (70.48%), along with four mandatory steps, consisting of Hotel name (99.43%), Hotel logo (79.43%), Phone number (74.86%), and Apply by email (65.71%). The findings of this study have implications for both teachers and students, as they can incorporate these results as a chapter in English for Specific Purposes courses, thus enhancing their understanding and application of the topic.

In most states, occupational therapy practitioners are restricted from advancing to formal school leadership positions. The absence of pathways to leadership may limit the ability to fulfill AOTA's Vision 2025 and Every Student Succeeds Act (ESSA). This study investigates how limited opportunities for career advancement affect school practice trends. We explore the perceptions of school practitioners in New York State concerning leadership, advocacy, and state policies. Seven hundred and fourteen current and former occupational therapy practitioners in New York schools completed a researcher-developed online survey. Notably, almost all respondents (94.7%) agreed that practitioners should be able to pursue educational administrative coursework. Most (94.6%) agreed that practitioners in New York should advocate for policies that would allow them to pursue such coursework. Many respondents reported that they would consider pursuing the coursework if available. This research emphasizes the misalignment between federal and state policies. Federal policy (ESSA) and Vision 2025 encourage greater involvement for occupational therapy practitioners, but state policy restricts their advancement. The findings demonstrate the pressing need for reform and the creation of pathways that enable occupational therapy practitioners to assume formal leadership positions in school settings, thus enhancing their contribution to the school community.

This article examines the career development of international football coaches in the context of their transnational migration. Previous research has mainly relied on the normative stages models to explain coaching career development, which has limitations in capturing the complexity and diversity of coach career trajectories, particularly in terms of unique individual experiences and contextual impacts on their career development. Drawing upon the theory of careership, this article seeks to bridge the gap by focusing on how individual coaches navigate their careers according to their horizon for action. Careership theory provides a useful lens through which to examine the interactions between individuals and their contexts, in gaining a more nuanced understanding of how these interactions shape career trajectories. Semi-structured interviews were conducted with eight international coaches who worked in China to gather qualitative data. The results show that the migration of coaches closely intertwined with their career development in a variety of ways, which were manifested in different career horizons for migration within two distinct stages of career development: (1) 'career-consolidation' reflecting the willingness to stabilise and solidify the career pathways, and (2) 'career-reformulation' highlighting the desires or needs to change the current career trajectories. The findings of this article suggest that career development is a multifaceted process encompassing normative, longitudinal steps, individualised approaches, objectives, constraints and unexpected events. Analysing coaches' horizons for action allows researchers and practitioners (e.g. coach educators) to gain a holistic picture of individual and contextual distinctions within the longitudinal stages of coaching career development.

One of the main challenges in modern labour markets is to improve the mobility and employability of workers among workplaces, jobs and roles. This paper explores the factors that might influence people's beliefs about and attitudes towards the mechanisms for improving employability through training. We develop a research model and test it in Israel using surveys that were distributed at two points in time - before and during an acute crisis in the labour market - the Covid-19 pandemic. Perceptions about personal mobility and employability and prior educational experience play a major role in explaining citizens' attitudes towards training. Beliefs about the effectiveness of government training providers as well as employment security are relatively marginal in explaining the demand for training. Policy implications follow.

Since it emerged in the mid-1980s, the school choice phenomenon in China has been the target of severe criticism from all levels of government and the general public. The current nationwide movement of rotating teachers and principals (RTP) is a new attempt to control and eventually eliminate the practice of school choice. Using data from interviews with two education officials and 42 parents, together with relevant government documents, this study applies Hirschman's concept of exit and voice to explore how parents express their dissatisfaction (voice) and exercise (or not) their choice behaviour (exit) in reaction to the government's strategic use of RTP. Findings from this study suggest that RTP and related efforts have had an impact on reshaping parents' perception of the schools and has greatly reduced the parents' school choice behaviour, which is more obvious among second- and third-tier schools than among first-tier schools, indicating that parental desire to send their children to these topmost schools remains strong. Some level of school choice can be expected to exist for the foreseeable future, given China's current exam-driven educational system and the advantages that first-tier schools enjoy, which will maintain and possibly widen the gap between themselves and lower ranked schools.

The focus of this paper lies in our special interest in women leaders and those aspiring to leadership positions in schools and other educational contexts within Australia. Leadership is a gendered concept, and due to a myriad of factors including conscious and unconscious bias, and the challenges of balancing career with other life commitment, the reality is that women's career journeys are different from men's. Women's unique career trajectories have implications for achieving their leadership potential. In addition to reviewing some of the extant literature in the area of women in educational leadership, we share our experiences and reflections based on our research and the leadership development programmes we have run for women mainly in Australia. These programmes have reinforced to us their value, place, and contribution to enhancing women's capacities for leadership. In this paper, we address the following four key questions as they pertain to women leaders within the Australian context: (1) Why a focus on gender and leadership? (2) What are some of the barriers impeding women leaders? (3) Why is it important to have multiple faces of leadership? (4) Why is women's leadership development everyone's responsibility?

Purpose: This study aims to test and analyze the effect of continuous commitment, task complexity, competence and personal value on employee performance millennial intervening job satisfaction. Design/methodology/approach: This research method is quantitative with a sequential explanatory design, then data collection through a questionnaire, with a sample of 205 respondents - data analysis using Structural Equation Model (SEM) with the software Linear Structural Relationship (LISREL). Findings: The results of research on the performance of millennial employees with intervening work satisfaction showed that continuous commitment (2.49), task complexity (2.74) and professional competence (2.0) had a significant effect. This means that the performance of millennial employees will increase if they get job satisfaction. With satisfaction, the commitment and competence of millennial employees are high. While the research results for the performance of millennial employees have a direct influence, only professional competence (2.27) and task complexity (4.06) are significant. This means that as high as professional competence is characterized by intellectual, emotional mood and attitude, owned by millennial employees, the resulting performance is increased even with complex tasks. Research limitations/implications: The findings of this study have significance for enhancing organizational performance so that businesses can maximize the performance of millennial employees by paying attention to job satisfaction, professional competence and personal values. Originality/value: This research's contribution to millennial workers is to help them improve and develop their performance, allowing them to compete more effectively. The findings of this study have significance for enhancing organizational performance so that businesses can maximize the performance of millennial employees by paying attention to job satisfaction, professional competence and personal values.

Autistic individuals can have poor outcomes from school, including high rates of unemployment. Despite a growing focus on the work experiences of autistic people, and various approaches to remediate the difficulties they undergo, the school sector remains largely unexplored, as are the insights available from former autistic employees. In a discourse analysis of 12 former autistic school staff previously in a range of roles in the UK, the multiple and intersecting issues they experienced are analysed. These reveal different forms of marginalisation, disempowerment, invisibility and exclusion at play, including in relation to being autistic, before the final departure. However, participant discourses also demonstrate important autistic aptitudes of particular benefit to pupils at risk of marginalisation themselves, and provide insights into how autistic staff--including visiting professionals--can be better supported in the school sector in the future. Such steps could provide significant benefits for the education field generally, especially in relation to the inclusion of autistic and otherwise neurodivergent pupils.

Research on the career trajectories of doctoral recipients often assumes that all PhD students begin in roughly the same starting position. Consequently, the impact of pre-programme experiences remains understudied. This qualitative study draws on 59 interviews with PhD students studying in mainland China and Hong Kong to explore the influence of learning experiences during the master's degree programme on planned PhD career trajectories. Using identity-trajectory theory, we find that students with a master's degree had greater research expertise, a more prominent research profile, more established academic networks, and greater familiarity with the requirements of the academic profession and academic job market. This enabled them to adapt to institutional expectations and have a better-informed motivation for pursuing a PhD to become an academic. Based on these findings, we argue that having a master's degree gives PhD students a competitive advantage over peers without master's degrees. Our findings have implications for the importance of research training in master's education and the relevance of master's programmes for PhD admission policies.

Limited scholarly work has been conducted on the perceptions and experiences of industry professionals transitioning to full-time academic positions in US higher education institutions. Ten semi-structured interviews were conducted with former industry practitioners who transitioned to full-time academic roles to explore their motivations and challenges associated with the transition from industry to academia, as well as their desires to remain in higher education or return to the industry. Despite career-related challenges, participants valued collegial relationships and the direct impact on students, fostering a strong desire to remain in academia. They highlighted the need for improved leadership pertaining to preparation for academic careers, fair compensation, and enhanced training and mentoring support for working with students. This study provides valuable insights into the experiences of industry professionals in academia, emphasising the importance of comprehensive support and understanding in US higher education institutions.

Objective: The aim of this study was to identify whether the coping strategy of active self-care, and the coping resource of employment flexibility were moderators of the relationships between parental distress and parenting practices, and parental experience and parenting practices, in parents of adolescents. Method: This research was part of a larger study conducted by the Parenting Research Centre who surveyed a representative sample of 2600 Victorian parents on their parental concerns, approaches, and experiences using computer-assisted telephone interviews. Results: Results demonstrated that employment flexibility and active self-care significantly moderated the relationship between a demanding parental experience and autonomy-supportive parent-child communication, and that active self-care moderated the relationship between the belief parenting comes naturally and negative parenting. It was concluded that both coping indicators had protective effects on parenting practices, through interacting with parental experience. Conclusions: Practical implications of this research include enhancement of parental interventions by lending evidence that both self-care and employment flexibility promote parent-child communication and protect against more aversive parenting behaviours.

Jane Frazee, an American music educator, administrator, and author has contributed to music education in the United States. This article surveys the impact of her efforts from 1960 to 2015. A pioneer member and past president of the American Orff-Schulwerk Association (AOSA), she taught music to children and adults using the Orff approach and has presented at workshops, clinics, and conferences throughout the United States, as well as internationally. She authored several books and Orff arrangement collections, and her articles have been published in prestigious professional journals and other publications. This paper addresses Frazee's early life, training, influential individuals, teaching of children and adults, and her work with AOSA. Her roles in the founding and administration of Orff certification and graduate programs in music education in Minnesota are discussed. Lastly, Frazee's role as an author and the influences of her publications on music educators in the United States were also examined. Although retired from teaching and administration, Frazee continues to publish and inspires current and future generations of music educators.

Department heads are central in the university setting as an important buffer between university leadership and academic staff. However, taking on a middle management role can lead to significant disruptions in academic careers. To investigate the career trajectories of 31 academics in middle management roles, two waves of semi-structured interviews were conducted in 2015-16 (N = 31) and 2021 (N = 26). By exploring (dis)continuity in academic careers and (dis)engagement with participants' managerial roles, we identified four types of trajectories that appeared to influence participants' possibilities of future academic career development. We labelled these trajectories as follows: temporary managers, early managers, duty-served senior managers, and acclaimed managers. We argue that temporary managers, who are appointed to a fixed-term managerial position early in their academic careers, face the highest risk of disruptions in their academic career development, while duty-served senior managers, who are appointed to a fixed-term managerial position later in their careers, represent the most sustainable group.

The article investigates asynchronous narrative research via email as a flexible and agentic method of collecting data that may empower female participants. A case study was used that focused on the challenges for academic and professional women at an Australian regional university. Twenty-one women responded by email to a range of questions about working conditions and career progression. The data demonstrated that participants found this methodology empowering, encouraging agentic behaviour as they could respond at a time that suited them and in as much detail as they desired. They could also leave their narratives and return to them after some reflection. While lacking the non-verbal markers that often add to meanings in face-to-face interviews, the participants' writing gave voice and form to their lived experience that has been missing from academic literature. This research method may be vital in the continuing COVID-19 environment where it can be difficult to access geographically dispersed participants.

This study explores the implications of promoting online learning for equalisation, focusing on urban China where online learning is promoted to alleviate socio-economic gaps between rural migrants and urban residents. To achieve equalisation, online learning should benefit disadvantaged individuals as least as much as, if not more than, the advantaged counterparts, as greater returns for the advantaged can reproduce pre-existing inequalities. This study examines the interaction effect between "hukou" (household registration) origin and daily online learning on occupational mobility and income growth, using data from the China Family Panel Studies. Findings reveal modest economic returns to online learning. While not found to benefit urban residents more, the most ideal scenario for equalisation, greater online learning benefits for rural migrants, is limited, except for the increased downward occupational mobility avoidance effect for rural origin women. These results underscore the deficiency of solely relying on online learning to challenge inequalities.

The Uniform Bar Examination (UBE) is a multijurisdictional test that law students can use to gain admission to the bar in 37 states and territories. Despite this near-universal applicability and the potential of UBE to affect law schools' admissions, diversity, affordability, and employment outcomes, no research to date has examined the impacts of UBE. Equipped with a novel data set that we make available to future researchers, we apply a difference-in-differences design to estimate these impacts by exploiting variation in UBE adoption timing across states. We find early evidence to suggest that law schools in UBE states benefited by receiving more applications and having higher overall enrollments after UBE adoption. [For the corresponding grantee submission, see ED627119.]

Conflicts can manifest in nearly any environment, including the workplace, and they arise from people's interactions with each other, which can be both constructive and destructive. There are many ways to settle these issues, but one way is to include local residents in counselling. This study, therefore, reflects on the degree to which a counselor's actions and measures for settling conflicts using local wisdom can benefit both parties. This research focuses on how disputes arise in the workplace and how counseling based on local wisdom can help resolve them. The participants for this study were four employees who had worked for more than two years in the same division, namely administrative services, but came from different tribes. The results of this study revealed that a counseling approach based on local wisdom could significantly help to resolve disputes that often occurred among the employees in the office, demonstrating that approaches that use local expertise can successfully settle conflicts in the workplace. The implementation of cultural values by counselors--such as "Kohanu" (culture of shame), "Moreu" (politeness), "Medulu" (join), "Mepokoaso" (unite), and "Samaturu" (helping each other)--have positive consequences in terms of making colleagues more respectful and helpful toward each other when conducting work. This in turn had an indirect effect on personal and office efficiency.

The purpose of this study was to explore the relationship between principal attrition and academic factors in Georgia's high-needs rural schools. The research shows that principals have a significant impact on student outcomes, and principal attrition is a disruptive factor in schools. The findings from this study indicate a negative correlation between principal turnover and every academic component of Georgia's College and Career Readiness Index (CCRPI) at elementary, middle, and high schools in high-needs rural schools in Georgia. Implications for practice are the need to recruit and retain high-quality principals in Georgia's high-needs rural schools and the development of purposeful, collaborative, and sustainable professional learning to better prepare leaders for the unique challenges these schools face. Recommendations for future research include expanding the research to other rural schools and expanding the timeframe of the study to better understand the relationship between principal attrition and student outcomes.