Theoretical Background

This study is grounded on the following theories and concepts: First is the Theory

on Employability of Knight and Yorke (2004), and second is the Human Capital Theory

of Schultz (1961) as revised version by Arcemoglu (2015).

The researchers also used the following studies as related literature: The Tracer

Study on Journalism Graduates of Polytechnic University of the Philippines-College of

Communication from 2009 to 2012 of Angeles, et. al. in 2015; Concept and

Methodology of Tracer Study- International Experience by Schomburg (2010); Culture

of Entrepreneurship versus Employment of Banzuela-de Ocampo, et.al. in 2012;

Handbook on Typology, Outcomes-Based Education and Institutional Sustainability

Assessment by the Commission of Higher Education in 2014; and the Commission of

Higher Education Graduate Tracer Study of Arcelo (n.d.).

Employability is based on student’s influence on self-efficacy beliefs, self-theories

and personal qualities. The theory highlights on the feeling of students in “making a

difference” as a key tool to their employment performance specifically through the

attributes required to for successful employment, career development and sustainability

within the two areas (Yorke and Knight, 2004).

Most fresh graduates would go for a job that they would enjoy and be happy with,

for them to perform well and become committed to this career they are in for longer

periods of time. If they have found this “dream job” then, they would likely describe their

work as exciting and challenging (Belsky, 2012).

 In a survey entitled, Workforce Retention Survey commissioned by the American

Psychological Association (APA), 67% of the respondents say they enjoy the work they

do because it is suited to the area of their lives. The survey looked into 1,240 adults,

who are ages 18 and above. The participants were residents of the United States of

America who were both employed on part-time and full-time bases (APA, 2012). The

survey distinguished the employees’ motivation as a part of the interest to corporate

managers and government policy makers. Moreover, the results showed that

establishing trust, putting expectations to push employees in performing better, and at

the same time letting them know that what they are doing is right are essential to the

employees’ success.

Career growth, continued program on education and development can also

improve the employees on how far they can achieved. This is made possible when an

employee examines himself by checking his productivity and efficiency in the workplace.

Also examining himself, the employee is given a chance to be molded and to start his

own career path according the knowledge and skills he has acquired during his college

(Ferrazzi, 2015).

According to Forbes.com (2013), successful people are also surrounded by

successful individuals. When the members of a group have a common goal to achieve,

the individuals would most likely be oriented to do their jobs with unity and

cooperativeness. With this, no one is left behind in the group and that it is likely to have

social loafers.
 Another factor that the theory highlights on is the students feeling of “making a

difference” in the workplace is the employer’s understanding towards their crises and

appreciation in the things that they do. Being underemployed can also be a factor in the

duration of employment. When a student is employed to a job that is not related to his

degree finished, then he would likely look for a job suited to the diploma he has earned.

Such would be termed as fair play because the student, not only get the right amount of

compensation needed, but also a sense of fulfillment that his years of study has not

gone to waste (Jouta.com)

As cited by The Emerging Workforce Study (2005), salary might be secondary,

However, money talks. Employees that give more amount in labor but is not rightly

compensated (either the pay checks are delayed, no benefits, or low-grade salary) tend

to have either poor working performance or abruptly resign from the job taken. Most of

the employees look for a more flexible job that not only compensate them, but also

takes care of their well-being.

According to Smith, a staff writer at Forbes (2013), job hopping now a day

provides the employee new skills and knowledge in various fields and work categories.

Though, managers and employers find this act as indecent, disloyal and unethical, it is

an advantage for the employees to find a job fit for them.

This argument was also agreed by Jeanne Meister of Future Workplace during

an interview with Forbes (2013). To her, job hopping can also lead to greater job

fulfillment. It could mean that employees could try different roles while acquiring new

skills (Net Impact, 2012).

 The key idea of labor economics is the set of marketable skills of workers to form

a capital. Hence, the Human Capital Theory is described as workers making a variety of

investments in their human capital (set of marketable skills) in understanding both

investment incentives, and the structure of wages and earnings (Arcemuglo, 2015).

Lori Jazvac (n.d.) has listed Ten set of marketable skills deemed to be necessary

inside the workplace. The types of marketable skills necessary inside the work place are

Passion; Continued Learning which is classified into Maintenance Learning, Growth

Learning and Shock Learning; Communication described as the most vital marketable

skill and is concise of the following means to gain effectiveness Concise Messages,

Effective thoughts and emotions delivery, Pacing, Listening Skill, Adaptability, Work

Ethics, Problem Solving, Willpower, Networking and Ambition; and Attitude.

One of the researchers’ backbone for this research is the Commission on Higher

Education’s (CHED) Graduate Tracer Study that was co-authored by Adriano A. Arcelo

then president of the Fund for Assistance to Private Education (FAPE), and Educational

Capital Corporation (ECC).

The CHED Graduate Tracer Study had the following objectives for the tertiary

education that led to the formulation of the Tracer Study: (1) to provide General

Educational Program that will assist each individual to develop his potential as human,

enhance the quality of citizen participation in the basic functions of society, and promote

a sense of national identity, cultural consciousness, moral integrity and spiritual vigor in

every student; (2) To train the nation’s manpower in the skills required for national

development, and to instill and foster the appropriate and relevant attitudes, skills, and
knowledge to enable each individual to become a useful, productive and gainfully

employed member of the society; (3) to develop and maintain the integrity of the

possessions or disciplines that will provide leadership for the nation; and (4) to advance

the frontiers of knowledge through research work, and apply the technology gained for

improving the quality of human life and responding effectively to changing societal

needs and conditions.

With these objectives, the CHED Graduate Tracer Study saw the need of tertiary

education to provide the focus on the graduates’ skills, knowledge and values to enable

them to contribute on the Philippines’ economic, political, spiritual and social

development. Therefore, the better the curriculum of the academic institution, the better

the enhancement of the graduates’ roles in society as responsible and productive

citizens.

The researcher of the CHED Graduate Tracer Study stated that employability of

graduates is an essential concern to students. Employment status has remained a

challenge for all profession. New graduates facing the transition phases of a career (age

of production, age of knowledge, newly develop careers, marketable skills and growing

industries) projects the importance of the trends in labor market paid with close

attention.

Tertiary graduate labor force follows the job opportunities of the new sets of

graduates to befitting in their respective fields of study. It includes studies on the waiting

period and salary of the entrants.

 Employment seems to be obscured to most of the college graduates. As a result,

new graduates encounter not only the dilemma of unemployment but also

underemployment.