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The paper, “Career Perceptions of American Workers and their Emotional States,” from Louise Underdahl, Ph.D., a research fellow with the University’s Center for Educational and Instructional Technology (CEITR), draws on data from the Uni...
The paper, “Career Perceptions of American Workers and their Emotional States,” from Louise Underdahl, Ph.D., a research fellow with the University’s Center for Educational and Instructional Technology (CEITR), draws on data from the University of Phoenix Career Optimism Index, a comprehensive study of American workers’ career perceptions based on a survey performed by Edelman Data x Intelligence, an independent market firm, on behalf of the University. The survey included 5,000 U.S. adults 18 and older who currently work or wish to be working, distributed across 20 top U.S. markets including New York City, Los Angeles, Chicago, Philadelphia, Dallas, San Francisco-Oakland-San Jose, Washington, DC, Houston, Boston, Atlanta, Phoenix, Tampa, Seattle, Detroit, Minneapolis, Miami, Denver, Orlando, Cleveland, and Sacramento. Responses were collected between December 2020 and January 2021.
Numerous University of Phoenix scholars have used findings from the survey to investigate particular trends around the American workforce, particularly as relates to the most pressing issues for workers in 2021: the COVID-19 pandemic, financial concerns, the future of jobs and automation and emotional and structural barriers to work.
In the whitepaper, Underdahl dug deeper into the data point that 43 percent of respondents “hate” or “don’t think too much about” their jobs. She framed this 43 percent as an opportunity for greater employee engagement. In other words, she asked what employers need to do to better serve their workforce and get them excited about their work.
First, Underdahl determined the age range of those most disaffected by their work. Boomers are more likely to report loving their work than younger employees. Also, those who earn more report being happier with their jobs. Because people so closely identify with the work they do, wrote Underdahl, it is essential that they feel they are contributing to work that reflects their inner values.
Underdahl also wrote about companies who practice Corporate Social Responsibility (CSR) as an example of being the kind of workplaces that can inspire positive attitudes toward work. She then suggested that companies take it one step further to institute “Micro-level CSR Practices” focused on “physical and psychological well-being of individual employees.” These smaller-scale CSR initiatives would fall into categories such as employment stability, health and safety, human rights, training and development, work diversity and work-life balance.
Looking at data from the Career Optimism Index, Underdahl found that employees are looking for opportunities to build skills, additional training, a strong professional network, financial support and flexibility, among other attributes from their places of work. She identified great potential in educator-employer partnership to provide employees who fall into that 43 percent the support and skills they are seeking in order to advance in their careers and feel fulfilled. She noted that employers can partner with outside schools, whether universities, technical schools or community colleges. “Academicians, educators and administrators of post-secondary educational institutions promote synthesis of content, competency and professional growth conducive to self-efficacy and educational relevance,” the whitepaper noted.
The partnership also brings value to the educational institutions. Through collaboration, employers can provide on-the-job training for students attending business, management, computer science, healthcare or other relevant coursework via internships, apprenticeships, fellowships and other opportunities, enhancing the academic experience with experiential learning.
Underdahl holds a doctorate from University of Southern California and has taught at University of Phoenix since 2004. She has won numerous faculty recognition awards and is co-leader of the College of Doctoral Studies Alumni Special Interest Group. Underdahl is also a reviewer at the College of Doctoral Studies’ Dissertation to Publication Workshop.
University of Phoenix is committed to advancing the educational goals of adult and nontraditional learners and to helping students navigate career options and degree programs that best suit their interests. University of Phoenix degree programs are aligned with numerous in-demand career paths including in computer software, nursing and business, and they provide flexible start dates, online classes, and numerous scholarship opportunities to make it possible for anyone to pursue a degree. In addition, University of Phoenix’s Career Services for Life® commitment to active students and graduates provides the resources needed to be competitive in the workforce for no additional charge. These services include resume and interview support, career guidance, education and networking opportunities. For more information, visit www.phoenix.edu.
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