Research on the Initial Employment Quality and Gender Comparison of Chinese Female Graduate Student: Based on the Investigation from Five Universities
Education Journal
Volume 6, Issue 1, January 2017, Pages: 69-76
Received: Aug. 14, 2016; Accepted: Aug. 24, 2016; Published: Mar. 4, 2017
Views 2566      Downloads 110
Authors
Jijun-Jie, School of Public Finance and Public Administration, Jiangxi University of Finance and Economics, Nanchang, China
Shaogang Liao, School of Public Finance and Public Administration, Jiangxi University of Finance and Economics, Nanchang, China
Article Tools
Follow on us
Abstract
The employment quality of Female graduate is an important and ignored problem. The investigation for 252 graduates graduated from five universities of Jiangxi province in China shows that the initial employment quality of male and female are respectively 81.33 and 80.32, male’ score is higher than female. But from the internal structure, the objective employment quality of females is 60.97, which is higher than the male of 60.95. That means female graduate’s employment environment is improved and distinctive institutional discrimination is reduced. At the aspect of subjective employment quality, female score of 19.35 is obviously lower than male’s 20.38. This is because that traditional gender labor division requires female takes more responsibility for family work, so female has more employment requirements and less profession devotion and has to lower evaluation for profession present and future. For that, female graduate should break restriction of traditional custom, strive for self-improvement. Employers and university also should build modern concept to eliminate the sexual discrimination still hidden in female employment and career development.
Keywords
Female Graduate Student, Employment Quality Gender Comparison, Social Gender Theory
To cite this article
Jijun-Jie, Shaogang Liao, Research on the Initial Employment Quality and Gender Comparison of Chinese Female Graduate Student: Based on the Investigation from Five Universities, Education Journal. Vol. 6, No. 1, 2017, pp. 69-76. doi: 10.11648/j.edu.20170601.19
Copyright
Copyright © 2017 Authors retain the copyright of this article.
This article is an open access article distributed under the Creative Commons Attribution License (http://creativecommons.org/licenses/by/4.0/) which permits unrestricted use, distribution, and reproduction in any medium, provided the original work is properly cited.
References
[1]
The Ministry of Education. The State Statistics Bureau. China educational statistic yearbook in 2012 [R], People's Education Press, 2013: 2013.
[2]
Zeng xiaofen. Female graduate employment problem and countermeasure research in Chinese universities [D], Jin Hua: Master thesis of Zhejiang Normal University. 2012.
[3]
Zhao Yue, Zhu Qing. The reaserch on female graduate employment problem under the social gender consciousness [J], Campus psychology, 2014 (06): 404-406.
[4]
Song Han. Sex discrimination and professional role-identity in female graduate employment [J], Youth Studies, 2006 (04): 70-72.
[5]
Liu Hairong. Analysis of female graduates’ employment preference---taking a university in Wu Han as a example [J], Youth Studies, 2007 (6).
[6]
Chang Zhengxia. Female graduate mployment present situation and countermeasure research in western region. [J], Lan Zhou acdemic journal, 2011 (08): 180-184.
[7]
Li Yanjing. The new exploration of female graduate employment mechanism, based on the role change [J], Theory Reaserch, 2011 (02): 101-102.
[8]
Lai Deisheng, China's regional employment quality measurement and evaluation [J]. C, 2011 (11): 88-99.
[9]
Liu Si. Analysis of graduate employment quality evaluation system [J], The Guide of Science& Education, 2009 (5): 38-41.
[10]
Zhang chenlu. Problems and optimal analysis of female graduate employment in university –take a local university as an example. Journal of Yangtze university(social sciences)2015(04).
ADDRESS
Science Publishing Group
1 Rockefeller Plaza,
10th and 11th Floors,
New York, NY 10020
U.S.A.
Tel: (001)347-983-5186