Undergraduates′ career perceptions and first job needs in Hong Kong

Abstract

Examines the perceptions and expectations of Chinese graduates in Hong Kong towards their careers and initial job needs immediately prior to their graduation. The findings, which comprised quantitative data from 492 responses and qualitative data from seven interviews and two focus group meetings, show that both extrinsic and intrinsic rewards are important in career and job aspects. Discusses various issues in light of the results, such as the relationship between jobs and career, organizational commitment, occupational choice of allocations, work attitudes and environment. The analysis has implications for undergraduates, employers and career advisers. Continuous development a Good promotion b Relevance to course of study a Attractive salary b Area of self-interest a Match with career plan a Interesting/meaningful job a Goal in life a Good training a Attractive terms of employment b

Learning to stay ahead in an uncertain environment

“…At the opposite end of the labor market with tertiary-level educated workers, the statistics in this present study do not fully support the condition of job-hopping behavior (defined as the changing of jobs at least once a year) as depicted by Lau and Pang (1995) in their study of fresh graduates in their early careers. This present study indicates that while there is a reasonable level of job mobility, it is not a phenomenon of the well-educated, who tend to be relatively stable.…”

Career strategies to strengthen graduate employees’ employment position in the Hong Kong labour market

“…Another local study (Lau and Pang, 1995) suggests that the meanings of``career'' and`j ob'' are seen as indistinguishable during the first few years after graduation. In practice, job-related decisions are of greater concern than career-related decisions since jobs are more exploratory, more flexible, and require less commitment than careers.…”

“…If the organization does not have or does not share information on staff promotional policies, graduates would not be able to formulate appropriate strategies because they possess insufficient job experience to do so. Second, a study in Hong Kong suggests that university students are weak/ passive in career planning, partly because they are typically going through a searching phase at this stage, whereby they have normally not yet set themselves on a fixed career path (Lau and Pang, 1995). Thus, developing goals and strategies will help graduate employees to establish at least broad targets and provide feedback for readjustment in their early career.…”

Bulanik Anali̇ti̇k Hi̇yerarşi̇ Prosesi̇ Ve Meslek Seçi̇mi̇nde Uygulanmasi

“…Grund (2013) işini bırakanlar arasında yaptığı çalışmada gelirin ve iş tipinin önemli olduğu sonucuna ulaşmıştır. Lau ve Pang (1995) mesleğin kişiler için anlamı, çalışanların işlerini neden tercih ettikleri ve ilk iş tercihinde önemli olan faktörleri araştırdıkları çalışmalarında gelir ve kariyer imkanını en önemli kriterler olarak bulmuşlardır. Lim ve Soon (2006) sıralı logit model yöntemi ile yapılan analiz sonucunda kariyer imkanını en önemli kriter olarak belirlemişlerdir.…”