本文選題：女大學(xué)生 + 就業(yè)��； 參考：《江西農(nóng)業(yè)大學(xué)》2012年碩士論文

【摘要】：女大學(xué)生能否順利就業(yè),關(guān)系到高校的辦學(xué)效益和社會聲譽(yù),也關(guān)系到社會的和諧和家庭的和睦。國家培養(yǎng)一個女大學(xué)生需要花費(fèi)很大的成本和精力,她們自己也希望學(xué)有所成,可是嚴(yán)峻的就業(yè)形勢讓她們求職無門。 近幾年,女大學(xué)生的就業(yè)率一直低于男大學(xué)生,受到社會大眾的關(guān)注。女大學(xué)生雖然對未來的工作充滿希望,但是在求職過程中還是會碰壁。文章從男生與女生在擇業(yè)意向與期望、就業(yè)過程與結(jié)果以及不同學(xué)歷女大學(xué)生的對比來分析女大學(xué)生的就業(yè)情況,并從社會層面、家庭層面、學(xué)校層面、個人層面來解釋導(dǎo)致女大學(xué)生就業(yè)過程出現(xiàn)問題的原因。受到傳統(tǒng)觀念的影響,以及女性生育哺乳期給勞動時間帶來的斷層,女大學(xué)生往往被企業(yè)拒之門外。企業(yè)為了追求利益最大化,總想把成本降到最低,于是為女大學(xué)生的就業(yè)門檻設(shè)置了很多隱性障礙。而社會在給予女大學(xué)生就業(yè)保障這塊的政策并不完善。受高校培養(yǎng)模式限制,女大學(xué)生在專業(yè)對口率方面低于男大學(xué)生。高校畢業(yè)生就業(yè)信息“不對稱”,導(dǎo)致用人單位招不到人,畢業(yè)生找不到工作。受女大學(xué)生自身條件的限制,在找工作方面遇到阻礙的心理承受能力差,有很大一部分女生選擇考研以此推遲就業(yè),近年來,女大學(xué)生的考研比率直高于男生,在一定程度上造成了“過度教育”,這些對找工作沒有實質(zhì)的幫助,導(dǎo)致很多女大學(xué)生“贏在考試,輸在起跑線”。為了實現(xiàn)女性人力資本的最大化,筆者從四個方面提出了解決措施：首先,企業(yè)的支持。要配合國家提出的各項政策。其次,社會的職責(zé)。糾正傳統(tǒng)觀念,完善各種政策法規(guī)。第三,高校的作為。調(diào)整、改革和創(chuàng)新。最后,個人的回應(yīng)。端正擇業(yè)心態(tài),優(yōu)化心理素質(zhì)。
[Abstract]:Whether female college students can obtain employment smoothly is related to the efficiency of running a school and the reputation of society, and also to the harmony of society and family. It takes a lot of cost and effort to train a female college student in the country, and they also want to learn something, but the severe employment situation makes it impossible for them to find a job. In recent years, the employment rate of female college students has been lower than that of male students. Although female college students are full of hope for their future job, they will still run into a wall in the process of seeking a job. This paper analyzes the employment situation of female college students from the angle of employment intention and expectation, employment process and result, and female college students with different academic qualifications, and analyzes the employment situation of female college students from the social level, family level and school level. Personal level to explain the causes of female college students employment process problems. Under the influence of the traditional idea and the fault of the labor time brought by the female reproductive and lactation period, the female college students are often shut out by the enterprise. In order to pursue the maximization of profits, enterprises always want to reduce the cost to the lowest, so they set up many hidden barriers for the female college students' employment threshold. However, the social policy of giving employment security to female college students is not perfect. Restricted by the training mode, female students are lower than male students in professional matching rate. The employment information of college graduates is "asymmetrical", resulting in employers unable to recruit people and graduates unable to find jobs. Restricted by the conditions of female college students, the psychological tolerance of the obstacles in finding a job is poor. A large proportion of female students choose to take part in postgraduate studies in order to delay their employment. In recent years, female college students have had a higher rate of taking part in postgraduate studies than men. To some extent, "overeducation", which does not actually help to find a job, resulting in many female college students "win in the exam, lose at the starting line." In order to maximize the female human capital, the author puts forward four solutions: first, the support of enterprises. It is necessary to tie in with the policies put forward by the state. Secondly, the responsibility of society. Correct traditional concepts and perfect various policies and regulations. Third, the action of colleges and universities. Adjustment, reform and innovation. Finally, a personal response. Correct the attitude of career selection, and optimize the psychological quality.
【學(xué)位授予單位】：江西農(nóng)業(yè)大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2012
【分類號】：G647.38

【參考文獻(xiàn)】

相關(guān)期刊論文 前10條

1 劉麗麗;;女大學(xué)生就業(yè)難的原因及經(jīng)濟(jì)學(xué)分析[J];北方經(jīng)濟(jì);2006年02期

2 潘錦棠;北京女大學(xué)生就業(yè)供求意向調(diào)查分析[J];北京社會科學(xué);2004年03期

3 胡安榮;企業(yè)拒絕女大學(xué)生的經(jīng)濟(jì)學(xué)分析——貝克爾歧視理論的拓展和運(yùn)用[J];財經(jīng)科學(xué);2004年04期

4 張抗私;勞動力市場性別歧視行為分析[J];財經(jīng)問題研究;2004年04期

5 張軍民;;略論女大學(xué)生就業(yè)歧視的原因及對策[J];當(dāng)代經(jīng)理人;2006年08期

6 張抗私;董維剛;;勞動力市場反社會排斥政策的國際比較——以性別歧視為例[J];大連海事大學(xué)學(xué)報(社會科學(xué)版);2009年03期

7 李玲子;韓國女性就業(yè)與大學(xué)生的就業(yè)意識[J];婦女研究論叢;1999年04期

8 陸方文;職業(yè)性別歧視:原因和對策——談女大學(xué)生、女研究生為何找工作難[J];婦女研究論叢;2000年04期

9 佟新;梁萌;;女大學(xué)生就業(yè)過程中的性別歧視研究[J];婦女研究論叢;2006年S2期

10 李倩;;公共政策視閾下的女大學(xué)生就業(yè)困境探析[J];婦女研究論叢;2009年02期

相關(guān)碩士學(xué)位論文 前2條

1 鄒凌;素質(zhì)教育的理論基礎(chǔ)辨析[D];西南大學(xué);2011年

2 蘇華;社會主義市場經(jīng)濟(jì)條件下女大學(xué)生就業(yè)難的原因探析及對策研究[D];西南師范大學(xué);2002年

，

本文編號：1853699