Suchergebnisse

The present doctoral thesis is structured as a collection of three essays. The first essay, "SOC(HE)-Italy: a classification for graduate occupations" presents the conceptual basis, the construction, the validation and the application to the Italian labour force of the occupational classification termed SOC(HE)-Italy. I have developed this classification under the supervision of Kate Purcell during my period as a visiting research student at the Warwick Institute for Emplyment Research. This classification links the constituent tasks and duties of a particular job to the relevant knowledge and skills imparted via Higher Education (HE). It is based onto the SOC(HE)2010, an occupational classification first proposed by Kate Purcell in 2013, but differently constructed. In the second essay "Assessing the incidence and wage effects of overeducation among Italian graduates using a new measure for educational requirements" I utilize this classification to build a valid and reliable measure for job requirements. The lack of an unbiased measure for this dimension constitutes one of the major constraints to achieve a generally accepted measurement of overeducation. Estimations of overeducation incidence and wage effects are run onto AlmaLaurea data from the survey on graduates career paths. I have written this essay and obtained these estimates benefiting of the help and guidance of Giovanni Guidetti and Giulio Pedrini. The third and last essay titled "Overeducation in the Italian labour market: clarifying the concepts and addressing the measurement error problem" addresses a number of theoretical issues concerning the concepts of educational mismatch and overeducation. Using Istat data from RCFL survey I run estimates of the ORU model for the whole Italian labour force. In my knowledge, this is the first time ever such model is estimated on such population. In addition, I adopt the new measure of overeducation based onto the SOC(HE)-Italy classification.

This paper analyses the complex relationship between work flexibility strategies and workplace training at the firm level, thus filling a gap in the relative literature that only takes into account supply-side factors and fails to discriminate between on- and off- the job training. To achieve this purpose, we discuss the implications of two different theoretical frameworks grounding on human capital theory and systemic flexibility, respectively, and go on developing alternative hypotheses on the association between the presence of temporary and part-time workers at firm-level and training investments, both off-the-job and on-the-job. By using data on Italian firms, we get different results according to the type of non-standard contract and training. Part-time and temporary contracts carry out distinct functions with respect to off-the-job and on-the-job training, respectively. The former is more consistent with the human capital approach, whereas the latter is in line with the strategic management approach. These results are discussed in view of a structural labour market reform enacted by the Italian government in 2015, the so-called "Jobs Act".

This paper analyses the complex relationship between work flexibility strategies and workplace training at the firm level, thus filling a gap in the relative literature that only takes into account supply-side factors and fails to discriminate between on- and off- the job training. To achieve this purpose, we discuss the implications of two different theoretical frameworks grounding on human capital theory and systemic flexibility, respectively, and go on developing alternative hypotheses on the association between the presence of temporary and part-time workers at firm-level and training investments, both off-the-job and on-the-job. By using data on Italian firms, we get different results according to the type of non-standard contract and training. Part-time and temporary contracts carry out distinct functions with respect to off-the-job and on-the-job training, respectively. The former is more consistent with the human capital approach, whereas the latter is in line with the strategic management approach. These results are discussed in view of a structural labour market reform enacted by the Italian government in 2015, the so-called "Jobs Act".

This paper analyses the complex relationship between work flexibility strategies and workplace training at the firm level, thus filling a gap in the relative literature that only takes into account supply-side factors and fails to discriminate between on- and off- the job training. To achieve this purpose, we discuss the implications of two different theoretical frameworks grounding on human capital theory and systemic flexibility, respectively, and go on developing alternative hypotheses on the association between the presence of temporary and part-time workers at firm-level and training investments, both off-the-job and on-the-job. By using data on Italian firms, we get different results according to the type of non-standard contract and training. Part-time and temporary contracts carry out distinct functions with respect to off-the-job and on-the-job training, respectively. The former is more consistent with the human capital approach, whereas the latter is in line with the strategic management approach. These results are discussed in view of a structural labour market reform enacted by the Italian government in 2015, the so-called "Jobs Act".

This paper presents an application to the Italian labour force of the British SOC(HE)2010 classification for graduate occupations, thereby creating a statistical tool for exploration of the Italian graduate labour market. In order to achieve this goal, the classification is replicated, using methodology that differs slightly to take account of differences in existing Italian data, to construct SOC(HE)-Italy. This classification allocates each of the official 800 Italian occupational categories to four groups distinguishing between 'graduate' and 'non-graduate' groups on the basis of their relative levels of knowledge and skills requirements. It is then validated using the Rilevazione Continua sulle Forze di Lavoro (RCFL ISTAT) data and the AlmaLaurea (AL) data and used to analyze changes in the Italian occupational structure that occurred before and after the financial crisis that took place in 2008. We also compare the Italian structural trends in the graduate labour market with similar trends in Britain. This analysis reveals that the decrease in the utilization of highly qualified labour in the Italian labour market started before the beginning of the ongoing recession, which contradicts the findings of analyses reported in earlier literature.

This paper investigates three dimensions of overeducation: incidence, impact on earnings and possible determinants. The analysis focuses on Italian graduates and refers to the cohort that graduated in 2007 using data from the AlmaLaurea survey on graduates' career paths. A new measure of overeducation is introduced and it is jointly examined along with other pre-existing measures based on workers' self-assessment. The analysis is carried out by comparing the different results obtained adopting the two different measures of overeducation. Results show that the newly introduced measure can deal with the biases affecting workers' self- assessment measures.

This paper explores the accessibility to internships and undertaken during higher education in Italy and the UK, and how these internships affect graduates' transitions to work in the UK and Italy, countries in which the incidence of internships during HE study used to be lower compared to other European countries, but has increased over time. Results show that internships both in the UK and Italy have a positive effect on being employed after graduation, and in the UK they also have a positive effect on wages. Comparing graduates' early career outcomes in two different institutional contexts also highlights the importance of having a clear definition of internships to distinguish them from other types of work experience within and beyond national and institutional boundaries.