1. CAREER COUNSELLING EFFECTS ON PERCEIVED EMPLOYABILITY –
A STUDY ON STUDENTS IN THE BUSINESS SECTOR
Lucia Ratiu, PhD & Andreea Ibanescu, MSc Student
BABES-BOLYAI UNIVERSITY ROMANIA
Introduction
Method
Design This study is based on a quantitative cross-sectional design.
Participants 115 undergraduate and master students (73.9% females, 26.1% males) enrolled in Business academic programmes (42.6% second year; 47% third year; 10.6% master) participated in this study.
Instruments The data were collected through self-reported questionnaires measuring: (1) self-perceived employability (Rothwell et al., 2008) and (2) job search behaviors (including preparatory and active job search) (Chen & Lim, 2012 ).
Procedure The career counselling intervention included individual sessions with each student. Sessions were structured according to the standard sequence of a vocational counselling intervention: 1. self-knowledge (through personality assessment, exploration of vocational interests and professional values, investigation of personal skills for employability – communication, teamwork, problem solving etc.); 2. exploration of possible educational and professional career paths; 3. personal branding and self-development.
In order to assess the effects of the vocational counselling sessions, a follow-up study was conducted. Specifically, job search behaviors were investigated 3-6 months after the vocational training.
Data analysis The data were analyzed using the SPSS Statistics software. Apart from descriptive statistics, including means, standard deviations, internal consistency and correlation coefficients, an analysis of variance (ANOVA) was performed in order to investigate possible differences among categories of participants and the variables of interest. In addition, a regression analysis was performed in order to test the study hypothesis.
Results
Self-perceived employability refers to one’s interpretations regarding personal skills and abilities that are necessary for finding a job (Chen & Lim, 2012) and an important problem-focused coping strategy in this process (Fugate, Kinicki, & Ashforth, 2004). Previous studies have shown that it has a significant influence on job search behaviors, on coping strategies for work-related changes, as well as on subjective well-being (Chen & Lim, 2012; Cuyper, Bernhard-Oettel, Berntson, Witte & Alarco, 2008; Rothwell, & Arnold, 2007; Rothwell, Herbert, & Rothwell, 2008). Moreover, people with high levels of self-perceived employability have more creative job search behaviors (Van der Heijde & Van der Heijden, 2006).
Job search behaviors consists of specific actions that people take in order to develop knowledge about the labor market (Brown, Cober, Kane, Levy, & Shalhoop, 2006), including: (1) preparatory job search behaviors oriented towards gathering information about professions and available jobs – and (2) active job search behaviors – through which people actually look for jobs (Blau, 1994; Chen & Lim, 2012). People with high levels of self-perceived employability engage in problem-focused coping strategies, including both preparatory and active job search behaviors, whereas people with low levels of self-perceived employability are more symptom-focused(Chen, & Lim, 2012).
Employability is influenced by various factors both at the individual and at the organizational level. At the individual level, it is influenced by career management knowledge and skills (Hillage & Pollard, 1998), professional knowledge (Van der Heijden, 2002) and identity (Fugate et al., 2004), self-efficacy (Iles, 1997; Rajan, 1997), or social networks (Fugate, et al., 2004). Consequently, it follows that positively shaping self-perceived employability as an efficient coping strategy is worth developing in any approach to career counseling. High levels of self-perceived employability increase the likelihood of active job search behaviors which, in turn, increase the probability of actually getting a job.
Table 1. Means, Standard Deviations, Scale Reliabilities, and Correlations
Variable M SD 1 2 3
1. Prep. job search
4.8681
1.46
(.86)
2. Active job search
3.3054
1.63
-.06
(.88)
3. Employability
4.6042
1.01
-.15
.434**
(.77)
Note. Cronbach’s alpha appears along the diagonal in italics. N=115.
**p<.01
ANOVA results
Mean differences among the three categories of participants were not statistically significant for two of the variables - preparatory and active job search behavior. Statistically significant mean differences for self-perceived employability were found between master students and undergraduate students (Figure 1).
Objective
The aim of this study is to examine students’ self-perceived employability and job search behaviors.
Hypothesis: active job search behaviors are associated, among other factors, with self-perceived employability.
Figure 1. Study variables between the three sub-groups of participants
Conclusion
Future Directions
Regression analysis
In order to test the study hypothesis that active job search is associated, among others, with self-perceived employability, a regression analysis was performed, in which self-perceived employability was the predictor and active job search was the criterion. The results were statistically significant b = .434, t(113) = 5.125, p < .01, with self-perceived employability explaining 18.9% of the total variance of active job search behaviors (R2= 0.189, F(1, 113) =26.26, p < .01).
The present study highlights several characteristics of a group of students who took part in a vocational counselling intervention related to exploring techniques and instruments to increase self-perceived employability. The follow up study (3-6 months after the vocational training) investigated active job search behaviours, in addition to self-perceived employability and preparatory job search. The results of the study show that participants are aware of the labour market and actively engage in identifying and getting a job in the field of activity for which they are studying.
Individuals with a high level of self-perceived employability are more likely to proactively identify personal employment objectives and opportunities. In addition, the better defined their professional identity is, the more positive their perceptions regarding employability will be. Therefore, people are more likely to have high levels of self-confidence and to engage in various active job search behaviours in order to find a job. To conclude, self-perceived employability is likely to positively influence the quality of (re)employment, as it affects job search behaviours (Fugate et al., 2004; McKee-Ryan & Kinicki, 2002).
Future studies investigating self-perceived employability in the student population become extremely relevant, particularly in the case of graduate students who have never been employed. A meta-analysis (Kanfer, Wanberg & Kantrowitz., 2001) has shown that there are six categories of antecedents to job search behaviours: personality traits, generalized expectations (optimism and internal locus of control), self-efficacy related to job search, motivation, social context and demographic variables (age, sex, education, previous work experience). The authors suggested that such individual differences, although unrelated to skills and abilities, influence self-regulation which, in turn, affects job search behaviours and, finally, employment. Considering that self-perceived employability consists of some of the factors mentioned by Kanfer et al., (2001) it follows that future research might use longitudinal studies, with pre- and post-intervention designs, in order to identify how increasing self-perceived employability of students might benefit their career paths in the long term.
Types of job search behaviours
Frequency distributions of students’ responses show their preferences with regard to their job search behaviours. Specifically, it is their friends and relatives that students talk to about their professional career paths. When it comes to active job search, participants report direct application, rather than looking for recruitment agencies. In addition, they report a high level of self-confidence related to participating in a future job interview. Considering that participants were going through an intense period of professional development, these results can be interpreted in the larger context of their academic programme in which entrepreneurial skills were also developed.
References
Fugate, M., Kinicki, A. J., Ashforth, B. E. (2004). Employability: A psycho-social construct, its dimensions and applications. Journal of Vocational Behavior, 65,
Kanfer, R., Wanberg, C. R., Kantrowitz, T. M. (2001). Job search and employment: A personality-motivational analysis and meta-analytic review. Journal of Applied Psychology, 86,
Rothwell, A., & Arnold, J. (2007). Self-perceived employability: Development and validation of a scale. Personnel Review, 36, 23–41.
Rothwell, A., Herbert, I., Rothwell, F. (2008). Self-perceived employability: Construction and initial validation of a scale for university students. Journal of Vocational Behavior, 73,1–12.
Brown, D. J., Cober, R. T., Kane, K., Levy, P. E., Shalhoop, J. (2006). Proactive personality and successful job search: A field investigation with college graduates. Journal of Applied Psychology, 91, 717–726.
Chen, D. J., & Lim, V. K. (2012). Strength in adversity: The influence of psychological capital on job search. Journal of Organizational Behavior, 33(6),
Cuyper, N. D., Bernhard-Oettel, C., Berntson, E., Witte, H. D., Alarco, B. (2008). Employability and employees’ well-being: Mediation by job insecurity. Applied Psychology: An International Review, 57, 488–509.
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17th CONGRESS of the EUROPEAN ASSOCIATION of WORK and ORGANIZATIONAL PSYCHOLOGY
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