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Using a proprietary database of online job postings from 2010 to 2019, we find that job vacancies in the U.S. energy sector increasingly require high levels of “soft” skills (such as social, cognitive, people management, project management, and customer service skill), showing an “upskilling” pattern in the past decade. We further examine skill requirements across and within four major professional occupations in the U.S. energy sector and find substantial variations. Meanwhile, in the energy sector, although cognitive and social skills are the most frequently required skills, they do not positively contribute to firm productivity. Although the requirement for “hard” skills (such as products and marketing, engineering, and general computer skill) stays relatively flat, “hard” skills actually matter most in the energy sector, especially products and marketing and general computer skills are two most valuable skills, contributing the highest to energy firms. Our results indicate that energy firms should pay more attention to “hard” skills in human resource management, while not following the increasing trend of “soft” skills in hiring.
Wenjing Lyu; Jin Liu. Soft skills, hard skills: What matters most? Evidence from job postings. Applied Energy 2021, 300, 117307 .
AMA StyleWenjing Lyu, Jin Liu. Soft skills, hard skills: What matters most? Evidence from job postings. Applied Energy. 2021; 300 ():117307.
Chicago/Turabian StyleWenjing Lyu; Jin Liu. 2021. "Soft skills, hard skills: What matters most? Evidence from job postings." Applied Energy 300, no. : 117307.
Along with the significant improvement of Chinese universities’ visibility in the global higher education field, the Chinese government has been actively branding “Study in China” in recent years to market itself as a prevalent destination for international education. International enrolment has gained increasing importance and become a key component of the internationalisation discourse in China. Borrowing the theories of field and capital, this study aims to obtain a more nuanced understanding of China’s position as a leading host country for international students. Using a multiple-case study design, this study investigates the motivations for selected flagship universities in China to campaign to recruit international students, and in what way these are nested with the national priorities, as well as the key recruitment strategies and technologies they have employed. The findings help reveal the distinctiveness of the Chinese model of international student recruitment. A shift in priorities is also noted as well as controversies and tensions in respect to the employment of various recruitment strategies. The lessons of leading universities in China offer insights both for researchers and policymakers in many countries to rethink their strategies to increase their nations and universities’ presence in the global landscape.
Yuan Gao; Jin Liu. International student recruitment campaign: experiences of selected flagship universities in China. Higher Education 2020, 80, 663 -678.
AMA StyleYuan Gao, Jin Liu. International student recruitment campaign: experiences of selected flagship universities in China. Higher Education. 2020; 80 (4):663-678.
Chicago/Turabian StyleYuan Gao; Jin Liu. 2020. "International student recruitment campaign: experiences of selected flagship universities in China." Higher Education 80, no. 4: 663-678.
In the context of global innovation systems, it has become a universal law that the resource elements of scientific and technological innovation, such as talents, flow along the track of high efficiency to the regions that can produce high benefits. As faculty in research universities are important resources of scientific and technological innovation, developing countries such as China have sought to accelerate the transnational mobility of faculty by leveraging income. This study endeavors to gain a better understanding of the motivations for and the outcomes of faculty mobility at Chinese research universities and to determine whether attaining higher income levels through academic mobility can be considered a lever for facilitating change and improving the status of the academic profession in China. Using survey data from 445 faculty members at 11 major research universities in China, this study found a significant relationship between mobility frequency and indirect income. The findings also revealed, however that employees’ different attitudes toward income during the process of mobility are a key variable in confirming academic professional boundaries. The findings suggest that more successful mechanisms to attract or retain talented scholars should be developed and that these mechanisms should not focus exclusively on income.
Jin Liu; Zhaohui Yin; Wenjing Lyu; Songyue Lin. Does Money Accelerate Faculty Mobility? Survey Findings from 11 Research Universities in China. Sustainability 2019, 11, 6925 .
AMA StyleJin Liu, Zhaohui Yin, Wenjing Lyu, Songyue Lin. Does Money Accelerate Faculty Mobility? Survey Findings from 11 Research Universities in China. Sustainability. 2019; 11 (24):6925.
Chicago/Turabian StyleJin Liu; Zhaohui Yin; Wenjing Lyu; Songyue Lin. 2019. "Does Money Accelerate Faculty Mobility? Survey Findings from 11 Research Universities in China." Sustainability 11, no. 24: 6925.