GENDER DYNAMICS IN POST-UNIVERSITY JOB PREFERENCES OF GHANAIAN UNDERGRADUATE STUDENTS

Abstract

Employee turnover and turnover intentions have profound implications for organizations, often resulting in disruption and additional costs, particularly when competent and resolute employees depart. To mitigate these challenges, it is crucial to align employees' values with those of the organization. Understanding the values of students can help organizations attract individuals whose values closely align with their own. Studies have shown that the degree of fit between an individual's work orientations and job characteristics significantly impacts job satisfaction, engagement, and performance. This understanding can inform employers about the most appropriate forms of rewards and make their organizations highly attractive to potential job seekers. Additionally, knowledge of job preferences among graduating students can aid in reducing graduate unemployment, as it allows the early identification and support of students with entrepreneurial values. While research on job preferences is not new, this area remains under-researched in developing country contexts, particularly in Africa. This gap raises questions about the generalizability of existing findings to the African landscape, emphasizing the need for research that is contextually relevant.