Learning the dependency relations among entities and the hierarchy formed by these relations by mapping entities into some order embedding space can effectively enable several important applications, including knowledge base completion and prerequisite relations prediction. Nevertheless, it is very challenging to learn a good order embedding due to the existence of partial ordering and missing relations in the observed data. Moreover, most application scenarios do not provide non-trivial negative dependency relation instances. We therefore propose a framework that performs dependency relation prediction by exploring both rich semantic and hierarchical structure information in the data. In particular, we propose several negative sampling strategies based on graph-specific centrality properties, which supplement the positive dependency relations with appropriate negative samples to effectively learn order embeddings. This research not only addresses the needs of automatically recovering missing dependency relations, but also unravels dependencies among entities using several real-world datasets, such as course dependency hierarchy involving course prerequisite relations, job hierarchy in organizations, and paper citation hierarchy. Extensive experiments are conducted on both synthetic and real-world datasets to demonstrate the prediction accuracy as well as to gain insights using the learned order embedding.

Analyzing job hopping behavior is important for understanding job preference and career progression of working individuals. When analyzed at the workforce population level, job hop analysis helps to gain insights of talent flow among different jobs and organizations. Traditionally, surveys are conducted on job seekers and employers to study job hop behavior. Beyond surveys, job hop behavior can also be studied in a highly scalable and timely manner using a data-driven approach in response to fast-changing job landscape. Fortunately, the advent of online professional networks (OPNs) has made it possible to perform a large-scale analysis of talent flow. In this paper, we present a new data analytics framework to analyze the talent flow patterns of close to 1 million working professionals from three different countries/regions using their publicly accessible profiles in an established OPN. As OPN data are originally generated for professional networking applications, our proposed framework repurposes the same data for a different analytics task. Prior to performing job hop analysis, we devise a job title normalization procedure to mitigate the amount of noise in the OPN data. We then devise several metrics to measure the amount of work experience required to take up a job, to determine that the duration of a job’s existence (also known as the job age), and the correlation between the above metric and propensity of hopping. We also study how job hop behavior is related to job promotion/demotion. Lastly, we perform connectivity analysis at job and organization levels to derive insights on talent flow as well as job and organizational competitiveness.