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Impact of Job Fit of Strengths and O...

Bright, Raquel Lyn.

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Impact of Job Fit of Strengths and Overeducation on Employment among Business Graduates from Colleges in the United States.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Impact of Job Fit of Strengths and Overeducation on Employment among Business Graduates from Colleges in the United States./
Author:	Bright, Raquel Lyn.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2019,
Description:	109 p.
Notes:	Source: Dissertations Abstracts International, Volume: 80-08, Section: A.
Contained By:	Dissertations Abstracts International80-08A.
Subject:	Business administration. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=13427917
ISBN:	9780438854185

Impact of Job Fit of Strengths and Overeducation on Employment among Business Graduates from Colleges in the United States.
Bright, Raquel Lyn.

Impact of Job Fit of Strengths and Overeducation on Employment among Business Graduates from Colleges in the United States. - Ann Arbor : ProQuest Dissertations & Theses, 2019 - 109 p.

Source: Dissertations Abstracts International, Volume: 80-08, Section: A.

Thesis (D.B.A.)--Northcentral University, 2019.

This item must not be sold to any third party vendors.

Evidence suggests that in a simple random sample of 150 occupations related to business, marketing, and education, the impact of overeducation does not have a significant affect on employment. The intent of this quantitative correlational study was to examine the relationship between business graduates and career outcomes of alumni from colleges in the United States and to determine whether job fit of strengths has consistent impact across job satisfaction dimensions, such as working conditions, motivators, and advancement opportunities. The study sample included college business graduates employed in occupations in the U.S. for which sufficient data were available. A z-score was calculated to determine the proximity or distance of values and percentages in relation to the sample and population means; most of the occupations in the study sample typically require a high school diploma or equivalent. Recommendations for future study include replicating the study using data from online learning programs and schools in higher education, to determine whether the results are similar. The study should also be replicated using data for workers who are younger than age 25, such as ages 18-24, to conduct research on education and employment trends of Generation Z workers, those born between 1995 and 2010, who are entering the workforce. The study should also be replicated using data for self-employed workers who are recent college graduates. Also, the relationship of career development centers in higher education with workforce readiness should be investigated. Researchers should also further examine psychological factors and brain-based learning tactics and strategies that have been found to make a positive impact on academic performance and help alleviate and lessen the negative effects of employee turnover in the workplace and dissatisfaction among business graduates. Finally, this quantitative study should be followed up with additional variables that reflect current workforce trends.

ISBN: 9780438854185Subjects--Topical Terms:

3168311
Business administration.

Impact of Job Fit of Strengths and Overeducation on Employment among Business Graduates from Colleges in the United States.
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520 $a Evidence suggests that in a simple random sample of 150 occupations related to business, marketing, and education, the impact of overeducation does not have a significant affect on employment. The intent of this quantitative correlational study was to examine the relationship between business graduates and career outcomes of alumni from colleges in the United States and to determine whether job fit of strengths has consistent impact across job satisfaction dimensions, such as working conditions, motivators, and advancement opportunities. The study sample included college business graduates employed in occupations in the U.S. for which sufficient data were available. A z-score was calculated to determine the proximity or distance of values and percentages in relation to the sample and population means; most of the occupations in the study sample typically require a high school diploma or equivalent. Recommendations for future study include replicating the study using data from online learning programs and schools in higher education, to determine whether the results are similar. The study should also be replicated using data for workers who are younger than age 25, such as ages 18-24, to conduct research on education and employment trends of Generation Z workers, those born between 1995 and 2010, who are entering the workforce. The study should also be replicated using data for self-employed workers who are recent college graduates. Also, the relationship of career development centers in higher education with workforce readiness should be investigated. Researchers should also further examine psychological factors and brain-based learning tactics and strategies that have been found to make a positive impact on academic performance and help alleviate and lessen the negative effects of employee turnover in the workplace and dissatisfaction among business graduates. Finally, this quantitative study should be followed up with additional variables that reflect current workforce trends.
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