孟加拉的个人与组织契合度与职业选择:孟加拉公务员申请人研究

IF 1.4 Q3 MANAGEMENT
Md Sohel Chowdhury, Dae-seok Kang
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引用次数: 2

摘要

利用计划行为理论(TPB)的原则,本研究旨在探讨个人-组织(P-O)拟合在预测孟加拉国大学毕业生求职意向中的作用。在职业相关文献中,对这一理论现象的研究还不够充分,特别是在TPB框架下的研究结果并不一致。本研究可能是探索感知P-O契合度在TPB核心构念(即主观规范、自我效能和态度)与求职意向之间关系中的作用的先驱研究之一。基于从孟加拉国239名失业大学毕业生收集的数据,本文用结构方程模型检验了研究变量之间的假设关系。结果表明,P-O匹配通过态度的影响直接或间接地显著预测求职意向。此外,态度在自我效能感与求职意向之间起部分中介作用。值得注意的是,虽然主观规范不影响求职意向,但P-O契合感知对主观规范与求职意向关系的边界条件显著。根据研究结果,讨论了对职业顾问和招聘政策制定者的实际影响。最后,指出了本研究的局限性和可能的研究方向。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Person–Organisation Fit and Occupation Selection in Bangladesh: A Study on Bangladesh Civil Service Applicants
Using the tenets of the theory of planned behaviour (TPB), this study aims to investigate the role of person–organisation (P–O) fit in predicting the job-seeking intentions of university graduates in Bangladesh. There is a lack of adequate research into the theoretical phenomenon in career-related literature, especially in light of inconsistent findings for the suggested relationships under the TPB framework. This may be one of the pioneer studies that examines the role of perceived P–O fit in the association between the TPB core constructs (i.e., subjective norms, self-efficacy and attitudes) and job-seeking intentions. Based on data collected from 239 unemployed university graduates in Bangladesh, this article examines the hypothesised relationships among the study variables with structural equation modelling. The results indicated that P–O fit significantly predicted job-seeking intentions, both directly and indirectly, through the influence of attitudes. Additionally, attitudes partially mediated the association between self-efficacy and job-seeking intentions. Notably, although subjective norms could not influence job-seeking intentions, the boundary conditions of P–O fit perceptions on the relationship between subjective norms and job-seeking intentions appeared significant. Based on the findings, there is a discussion of practical implications for career counsellors and recruitment policymakers. Finally, the study’s limitations and possible research directions are highlighted.
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来源期刊
CiteScore
2.30
自引率
23.50%
发文量
29
期刊介绍: South Asian Journal of Human Resources Management (SAJHRM) is a peer-reviewed scholarly outlet for publications on HRM in and out of South Asia. It includes countries that are members of the South Asian Association for Regional Cooperation (SAARC), namely, Afghanistan, Bangladesh, Bhutan, India, Maldives, Nepal, Pakistan, and Sri Lanka. In terms of the discipline focus, all articles broadly focusing on the theory and practice of managing human resources for the benefit of individuals, firms and community at large will be acceptable. In view of the contemporary focus on Strategic HRM, the journal coverage would also include comparative research and other related management disciplines as long as one of the key aims of the manuscript is on harnessing the potential of human capital. Considering the uneven economic development within the South Asian region, the journal encourages potential authors to explore broader implications of their scholarly views and findings on the region as a whole. A distinguishing feature of the journal is its focus on “HR in Practice”. Apart from theory, it will pay significant attention on how HRM is practiced in and out of South Asia. The journal features conceptual and empirical research papers, research notes, interviews, case studies and book reviews. In short, to be considered for publication, a manuscript should broadly focus on managing people and contextualised within one or more South Asian countries at the firm, regional, national and international levels.
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