Mapping managerial expectations of graduate employability attributes: A scoping review

Abstract

Orientation: Graduate employability remains high on researchers’ and practitioners’ agendas. Consequently, many studies have been conducted on the topic (also from a managerial perspective). A synthesis of these studies is however lacking, complicating decision-making for stakeholders with a vested interest in the topic.Research purpose: This study aimed to give a scientific overview of managerial expectations of new graduate employability attributes through a scoping review of the available literature.Motivation for the study: A synthesis of these studies is required to facilitate stakeholders’ (researchers and practitioners) decision-making.Research approach/design and method: This study included 63 peer-reviewed articles as part of the review. The researcher analysed the data using conventional content analysis.Main findings: Four main categories of graduate employability attributes were identified: personal, interpersonal, workplace and applied knowledge attributes. The term personal attributes refers to an individual’s unique make-up that enables them to be successful in all aspects of life and lays the foundation for the way all other attributes are applied. Interpersonal attributes dictate new graduates’ ability to communicate or interact well with other individuals. The way in which new graduates adapt and function at work will be determined by their workplace attributes whilst their applied knowledge attributes build on the first three categories and enable new graduates to apply their theoretical and empirical learning in practice.Practical/managerial implications: Not only could the results inform further studies but the additional insight into the complexity of graduate employability could also guide future developmental interventions.Contribution/value-add: The present study aimed to make a scientifically founded contribution towards literature by identifying the most important expectations managers have regarding new graduate employability.

Well-being of first-year students: The role of study characteristics, strengths and deficits

“…The active use of one's strengths has also been linked to higher subjective well-being, vitality (Park et al, 2004;, self-confidence and social interaction (Mostek, 2010). Indeed, Steurer et al (2022) recently emphasised Forrier et al's (2015) definition of employability, arguing that it is 'the presentation of personal strengths that increase employment potential' (p. 2), which is a critical characteristic that HEIs must embody in their students.…”

“…Indeed, a recent article by Ayuk and Jacobs (2018) validated the Student Educational Outcomes Effectiveness Questionnaire (SEEQ) to assess institutional effectiveness in the South African context and promote research and management of institutional performance and student success. Moreover, various scholars emphasise the need for HEIs to equip students with the necessary skills to cope with the demands of tertiary education and obtain sustainable employment (Potgieter & Coetzee, 2013;Steurer et al, 2022). Such skills include the development of adaptability, stress management, initiative (Steurer et al, 2022), personal agency, self-efficacy and proactivity, among others (Potgieter & Coetzee, 2013).…”

“…Moreover, various scholars emphasise the need for HEIs to equip students with the necessary skills to cope with the demands of tertiary education and obtain sustainable employment (Potgieter & Coetzee, 2013;Steurer et al, 2022). Such skills include the development of adaptability, stress management, initiative (Steurer et al, 2022), personal agency, self-efficacy and proactivity, among others (Potgieter & Coetzee, 2013). Proactivity, in particular, plays a significant role in employee behaviours and outcomes in the organisational context.…”

Self-regulatory employability attributes and competency: the strengthening role of grit

“…Being aware of the competency expectations of employers may enhance individuals’ employability and may also significantly narrow the gap between the supply and demand within the labour market ( Steurer et al, 2022 ). Individuals thus need to display career self-management behaviours such as career agility, cultural ingenuity and proactive career resilience in taking responsibility for the planning of their own careers.…”

Managerial expectations of graduate employability attributes: An empirical study

“…Many studies exist in which researchers investigated employability attributes from the perspective of higher education institutions (HEIs) (Barton et al, 2017;Pažur Aničić & Divjak, 2020), government (Hazelkorn & Gibson, 2019) and graduates (Espinoza & McGinn, 2018;Gedye & Beaumont, 2018). Although various calls have been made for graduate employability research from a managerial perspective (Chinzer & Russo, 2018;McCowan et al, 2016), using a qualitative approach (Liebenberg et al, 2015;Puad & Desa, 2020), few researchers (Allden et al, 2018;Salleh et al, 2016; see Steurer et al, 2022 for an overview) have heeded this call. Furthermore, those who have heeded this call focused on developed countries (Allden et al, 2018;McCowan et al, 2016;Schull et al, 2021).…”