The Employability of Graduates of National Characteristic Discipline Programs of Study in China: Evidence from Employers
Abstract
:1. Introduction
2. Theory Development and Hypotheses
2.1. Historical Evolution of Employability
2.2. Multiple Perspectives of Employability
- (1)
- Governmental and educational perspectives of employability
- (2)
- Organizational perspectives of employability
- (3)
- Individual perspectives of employability
2.3. Graduate Employability
2.4. Research Hypotheses
- (1)
- Emotional intelligence and hiring preference
- (2)
- Knowledge and skills and hiring preference
- (3)
- Generic skills and hiring preference
- (4)
- Work experience and hiring preference
- (5)
- Character and personality and hiring preference
3. Data and Methods
3.1. Data and Sample
3.2. Variable Measurement
As a national strategic industry, the national high-end equipment manufacturing is the pillar of national security. Employees should regard the satisfaction of major national strategic needs as an important mission and integrate their personal ideals and values into the national science and technology cause.
Construct | Source |
---|---|
Emotional intelligence | |
Q1.Able to manage self emotions effectively | Dacre Pool et al. (2014) [83] |
Q2. Able to adapt easily to new situations | Dacre Pool et al. (2014) [83] |
Knowledge and skills | |
Q3. Able to learn new knowledge and skills required for the job | Vaatstra (2007) [84] |
Q4. Always propose new ideas, new theories, new methods | Pérez Vázquez (2013) [85] Gómez et al. (2017) [86] |
Q5. Have a good command of professional knowledge of subject | Van Loo (2004) [87] Tomlinson (2012) [77] Qenani et al. (2014) [88] |
Q6. Have good command of English reading and writing, and familiar with professional terms | Archer (2008) [70] Ricolfe (2013) [89] |
Q7. Familiar with professional software | Archer (2008) [70] Van Loo (2004) [87] |
Generic skills | |
Q8. Able to allocate resources while controlling, motivating and coordinating group processes to achieve organizational goals | Archer (2008) [70] Vaatstra (2007) [84] Ricolfe (2013) [89] Van Loo (2004) [87] |
Q9. Able to cooperate well with other members to achieve team goals in a team | Archer (2008) [70] Vaatstra (2007) [84] Tomlinson (2012) [77] Qenani et al. (2014) [88] Delamare and Winterton (2005) [59] |
Q10. Be able to use time flexibly and efficiently by planning ahead | Archer (2008) [70] Schulz (2010) [90] Villardón-Gallego et al. (2013) [91] |
Q11. Able to eliminate or control stressors with certain strategies to get the job done | Houghton et al. (2012) [92] |
Work experience | |
Q12. Have scientific research project experience in school | Qenani et al. (2014) [88] |
Q13. Have valuable internship experience in related enterprise | Archer (2008) [70] Kuntz (2012) [93] Kucel (2013) [94] Vaatstra (2007) [84] |
Character s and personality | |
Q14. Willing to stay with the organization for a long time | Mora et al. (2000) [95] |
Q15. Have honesty and integrity to work with others | Archer (2008) [70] Moreau (2006) [96] |
Q16. With a high sense of the responsibility for work | Tomlinson (2007) [97] Ricolfe (2013) [89] |
Q17. Willing to dedicate to national strategic needs | Van Scotter (1996) [98] |
Q18. Be initiatively, consciously and actively do work | Gómez et al. (2017) [86] Ricolfe (2013) [89] |
Employer hiring preference | |
Q19. We like employee who have a plan for their career. | Du Xingyan et al. (2021) [82] |
Q20. We like employee who have strong national strategic awareness. | Bamberger (2014) [78] Zoogah (2010) [99] |
Q21. We like employee who have great achievement motivation. | Bamberger (2014) [78] Zoogah (2010) [99] |
Q22. We like employee who have plenty of potential for growth. | Collings (2009) [81] |
4. Results
4.1. Exploratory Factor Analysis
4.2. Structural Model Analysis
4.3. Moderation Analysis: High vs. Low Personality
5. Discussion
6. Conclusions
Author Contributions
Funding
Institutional Review Board Statement
Informed Consent Statement
Data Availability Statement
Conflicts of Interest
References
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Variable | Question Item | Percentage (%) | Variable | Question Item | Percentage (%) |
---|---|---|---|---|---|
Job Title | 1.Human resources specialists | 33.57% | Organization type | 1.State-owned enterprises | 44.77% |
2.General technicians | 35.38% | 2. Public institutions | 53.79% | ||
3.Department heads | 21.66% | 3. Listed private enterprises | 0.72% | ||
4. Senior managers | 1.08% | 4. Nonlisted private enterprises | 0.36% | ||
5. Others | 8.30% | 5. Others | 0.36% | ||
Education | 1.Associate bachelors | 1.08% | Organization scale (person) | 1. Below 500 | 14.08% |
2. Bachelors | 35.38% | 2. 500–1000 | 13.00% | ||
3. Masters | 54.87% | 3. 1000 to 3000 | 48.38% | ||
4. Doctors | 8.66% | 4. 3000–5000 | 11.19% | ||
5. Others | 0.00% | 5. Above 5000 | 13.36% | ||
Industry | 1.Aerospace | 64.26% | Annual operating income | 1. Below one million yuan | 2.89% |
2. Aviation | 1.08% | 2. 10 million yuan to 30 million yuan | 2.53% | ||
3. Shipbuilding | 0.00% | 3. 30 million yuan to 50 million yuan | 3.61% | ||
4. Weapons | 33.57% | 4. 50 million yuan to 100 million yuan | 2.53% | ||
5. Nuclear industry | 0.00% | 5. 100 million yuan or above | 88.45% | ||
6.Electronicindustry | 0.72% | ||||
7. Others | 0.36% |
Latent Variable | Number | Cronbach’s α |
---|---|---|
Emotional intelligence | 2 | 0.728 |
Knowledge and skills | 5 | 0.785 |
Generic skills | 4 | 0.794 |
Work experience | 2 | 0.745 |
Character and personality | 5 | 0.820 |
Employer hiring preference | 4 | 0.804 |
Total Scale | 22 | 0.938 |
Factor | Item | Mean | SD | Rotated Component Matrix | Communality | |||
---|---|---|---|---|---|---|---|---|
1 | 2 | 3 | 4 | |||||
CIA | Q4. Always propose new ideas, new theories, new methods | 4.255 | 0.851 | 0.660 | 0.676 | |||
Q8. Able to allocate resources while controlling, motivating and coordinating group processes to achieve organizational goals | 4.176 | 0.774 | 0.638 | 0.644 | ||||
Q9. Able to cooperate well with other members to achieve team goals in a team | 4.532 | 0.650 | 0.719 | 0.715 | ||||
Q18. Be initiatively, consciously and actively do work | 4.594 | 0.609 | 0.750 | 0.690 | ||||
KS | Q5. Have a good command of professional knowledge of subject | 4.234 | 0.835 | 0.600 | 0.691 | |||
Q6. Have good command of English reading and writing, and familiar with professional terms | 3.241 | 1.072 | 0.817 | 0.713 | ||||
Q7. Familiar with professional software | 3.957 | 0.944 | 0.756 | 0.744 | ||||
SMA | Q2. Able to adapt easily to new situations | 4.345 | 0.742 | 0.733 | 0.735 | |||
Q11. able to eliminate or control stressors with certain strategies to get the job done | 4.277 | 0.734 | 0.833 | 0.796 | ||||
CP | Q14. Willing to stay with the organization for a long time | 4.317 | 0.769 | 0.857 | 0.844 | |||
Q17. dedicate to the cause of national strategic needs | 4.317 | 0.805 | 0.600 | 0.683 |
Latent Variable | Number | Cronbach’s α | 1 | 2 | 3 | 4 |
---|---|---|---|---|---|---|
CIA | 4 | 0.809 | 0.481 | |||
KS | 3 | 0.731 | 0.550 ** | 0.533 | ||
SMA | 2 | 0.716 | 0.613 ** | 0.434 ** | 0.616 | |
CP | 2 | 0.707 | 0.640 ** | 0.509 ** | 0.525 ** | 0.547 |
Total scale | 11 | 0.882 |
Latent Variable | Tolerance | VIF |
---|---|---|
CIA | 0.447 | 2.237 |
KS | 0.631 | 1.585 |
SMA | 0.590 | 1.695 |
CP | 0.534 | 1.872 |
Latent Variables | Model 1 | Model 2 | Model 3 | Model 4 | Model 5 |
---|---|---|---|---|---|
JT | −0.032 | 0.062 * | 0.063 * | 0.028 | 0.023 |
(0.036) | (0.028) | (0.028) | (0.021) | (0.021) | |
EDU | −0.053 | 0.007 | 0.010 | 0.023 | 0.026 |
(0.036) | (0.024) | (0.024) | (0.021) | (0.021) | |
CIA | 0.184 | 0.302 * | 0.420 *** | 0.518 *** | |
(0.149) | (0.124) | (0.094) | (0.110) | ||
KS | 0.415*** | 0.466 *** | 0.365 *** | 0.294 *** | |
(0.068) | (0.080) | (0.063) | (0.072) | ||
SMA | 0.429 ** | 0.501 *** | 0.364 *** | 0.275 ** | |
(0.139) | (0.137) | (0.077) | (0.083) | ||
CP | −0.254 * | −0.112 | −0.061 | ||
(0.135) | (0.089) | (0.088) | |||
CP*CIA | 0.149*** | ||||
(0.032) | |||||
CP*KS | 0.177 *** | ||||
(0.029) | |||||
H0 Value | −3500.647 | −10,676.876 | −12,208.104 | −12,168.538 | −12,158.252 |
H0 Scaling Correction Factor | 1.2140 | 1.5681 | 1.6200 | 1.5953 | 1.5438 |
AIC | 7029.294 | 21,447.753 | 24,530.208 | 24,453.077 | 24,432.505 |
BIC | 7095.461 | 21,669.886 | 24,799.603 | 24,727.198 | 24,706.627 |
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Wang, H.; Li, S.; Qin, P.; Xing, F. The Employability of Graduates of National Characteristic Discipline Programs of Study in China: Evidence from Employers. Sustainability 2022, 14, 7955. https://doi.org/10.3390/su14137955
Wang H, Li S, Qin P, Xing F. The Employability of Graduates of National Characteristic Discipline Programs of Study in China: Evidence from Employers. Sustainability. 2022; 14(13):7955. https://doi.org/10.3390/su14137955
Chicago/Turabian StyleWang, Haoyu, Sen Li, Peifan Qin, and Fei Xing. 2022. "The Employability of Graduates of National Characteristic Discipline Programs of Study in China: Evidence from Employers" Sustainability 14, no. 13: 7955. https://doi.org/10.3390/su14137955