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The American Competitiveness in the Twenty-First Century Act of 2000 (AC21) eliminated the H-1B cap for foreign employees of academic, nonprofit and government research organizations. This act potentially affects the job preferences of newly graduated foreign Ph.D. students. Choosing a career in an uncapped H-1B-qualified entity means circumventing the risk of facing the fiercely competitive H-1B application process and possibly avoiding potential losses due to a visa rejection. We use data from the census of Ph.D. graduates to examine the causal effect of this policy change on academic and industry labor markets in the USA. We find that as a result of this policy, Ph.D. graduates with temporary visas are 5 percentage points more likely to pursue a job in academia, and 3–4 percentage points less likely to choose a job in industry. A series of robustness checks exclude other external factors around the same time period driving the results.

This phenomenological study examined the lived experiences of ten Indian women technology professionals working in the U.S. on nonimmigrant H-1B visas. The purpose of this study was to explore how cultural factors and unique stressors played a role in acculturative experiences. There is not enough research focused on Indian women on H-1B visas addressing aspects of their psychological and emotional wellbeing during their international relocation. A constructivist approach based on the voice-centered Listening Guide (Gilligan, 1982, 2015) was used to accurately and contextually interpret shared experiences of international relocation. Results were described in a thematic essay offering a perspective on the negotiated compromises and cultural plasticity practiced by these women during their acculturative experience. This study highlighted the need for counselors to understand cultural expectations impacting individual decision-making and the need to adapt to changing sociocultural and work environments.

Over the last several decades, employers have increasingly replaced permanent employees with temporary workers and independent contractors to cut labor costs and enhance flexibility. Although commentators have focused largely on low-wage temporary work, the use of skilled contractors has also grown exponentially, especially in high-technology areas. Yet almost nothing is known about contracting or about the people who do it. This book seeks to break the silence.

Press \"ONE\" for Englishexamines how Americans form opinions on language policy issues such as declaring English the official language, printing documents in multiple languages, and bilingual education. Deborah Schildkraut shows that people's conceptions of American national identity play an integral role in shaping their views. Using insights from American political thought and intellectual history, she highlights several components of that identity and shows how they are brought to bear on debates about language. Her analysis expands the range of factors typically thought to explain attitudes in such policy areas, emphasizing in particular the role that civic republicanism's call for active and responsible citizenship plays in shaping opinion on language issues. Using focus groups and survey data, Schildkraut develops a model of public conceptions of what it means to be American and demonstrates the complex ways in which people draw on these conceptions when forming and explaining their views. In so doing she illustrates how focus group methodology can help yield vital new insights into opinion formation. With the rise in the use of ballot initiatives to implement language policies, understanding opinion formation in this policy area has become imperative. This book enhances our understanding of this increasingly pressing concern, and points the way toward humane, effective, and broadly popular language policies that address the realities of American demographics in the twenty-first century while staying true to the nation's most revered values.

This paper proposes a multi-country model of international migration in which college-educated workers choose destination countries, preferred types of visas, and the optimal durations of stay. In this framework, I investigate the global implications of further development of the European Union (EU) program of preferential temporary visas for the highly skilled immigrants and compare them to the effects of income tax allowances for medium-term, college-educated, foreign workers. The two counterfactuals indicate a significant rise in the yearly inflows and total stocks of college-educated immigrants into the EU. The outcomes of the former policy are driven by a “visa-substitution” effect within the group of current migrants, while the latter scenario results in an increase in the pool of international migrants. Both policies induce a “destination–substitution” effect: losses of skilled migrants by non-EU states, which is reinforced by multilateral resistance to migration that is micro-founded in the model.

Since the late 1950s, the engineering job market in the United States has been fraught with fears of a shortage of engineering skill and talent. U.S. Engineering in a Global Economy brings clarity to issues of supply and demand in this important market. Following a general overview of engineering-labor market trends, the volume examines the educational pathways of undergraduate engineers and their entry into the labor market, the impact of engineers working in firms on productivity and innovation, and different dimensions of the changing engineering labor market, from licensing to changes in demand and guest worker programs. The volume provides insights on engineering education, practice, and careers that can inform educational institutions, funding agencies, and policy makers about the challenges facing the United States in developing its engineering workforce in the global economy.

The National Academy of Sciences' (2007) report, Rising Above the Gathering Storm, called for more scientific and technical innovation to maintain America's economic growth and vitality. Countless other reports over the past few decades have all called for more science, technology, engineering and math (STEM) education, culminating in President Obama's \"this is our generations sputnik moment\" speech at the 2011 State of the Union. The more STEM knowledge students gain, the more prepared they will be for the 21st century knowledge-based economy, the thinking goes. STEM jobs, however, account for a mere 5% of all U.S. jobs, which suggest that prudent allocation of resources is a principle consideration. Do all students need STEM education or should it be focused primarily on the mathematically and scientifically inclined? Here, demographics may hold the key to such questions from which a 21st century education model should be based on. Adapted from the source document.

Many warn that the next stage of globalization--the offshoring of research and development to China and India--threatens the foundations of Western prosperity. But in The Venturesome Economy, acclaimed business and economics scholar Amar Bhidé shows how wrong the doomsayers are. Using extensive field studies on venture-capital-backed businesses to examine how technology really advances in modern economies, Bhidé explains why know-how developed abroad enhances--not diminishes--prosperity at home, and why trying to maintain the U.S. lead by subsidizing more research or training more scientists will do more harm than good.

The worldwide economic downturn has seen a reversal in previous trends toward offshore staffing and an increase in protectionism toward home country labor. However, employers in the U.S. face potential legal liability if they favor American citizens over authorized foreign guest workers in layoffs, pay decisions, and other such actions. Thus far, employers have succeeded in defending most discrimination claims involving citizenship or immigration status—which often are made by out-of-work plaintiffs unable to afford legal representation—on technical grounds such as faulty pleading, failure to exhaust administrative remedies, filing with the wrong administrative agency, or mischaracterizing immigration claims as ones involving national origin status. These results notwithstanding, a closer reading of the cases suggests that substantive liability may be a matter of growing concern as plaintiffs or their counsel learn to correct such errors. The issues are important to both sides of the employment relationship in today’s global labor market; foreign guest workers will want to better understand their responsibilities and rights, while businesses will want to better manage their legal risks. Because little if any scholarly research has addressed these matters, an exploratory case law review is presented in an effort to identify trends in fact patterns that have generated such issues. Based on the results, practical recommendations are offered for improving the management of U.S. employment relationships that involve foreign guest workers.

The H-1B visa is a large-scale guest worker program that grants high-skilled foreigners temporary work authorization in the United States. It is an employer-driven program, meaning that an employer must sponsor the H-1B visa for the worker. Further, employers have the discretion to sponsor an H-1B worker for lawful permanent residence. Many policymakers have highlighted sponsorship for permanent residence as a key feature of the H-1B program because it has become a significant source of employment-based permanent immigration for high-skilled foreigners. The paper examines sponsorship for permanent residence by the top H-1B employers, which have received a large share of the visas in recent years. Clear patterns emerge from the data, with some firms sponsoring large shares of H-1B workers for permanent residence, whereas, other firms sponsor few or none of its H-1B workers. Those firms with high rates of permanent resident sponsorship tend to make products, while firms sponsoring at low rates employ an offshore outsourcing business model. Other important patterns emerge. Offshore outsourcing firms tend to pay H-1B workers significantly lower wages, their H-1B workers have lower educational attainment, and the H-1B workers mostly come from one country, India.