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International Journal of Interdisciplinary Research in Science Society and Culture(IJIRSSC) Vol: 2, Issue:1, (June Issue), 2016 ISSN: (P) 2395-4345, (O) 2455-2909 © IJIRSSC

www.ijirssc.in Page 20

A Facebook-Based Survey Study on Employability

Perceptions in Hong Kong

Joseph Kim-Keung Ho Independent Trainer, Hong Kong, China

ABSTRACT : The subject of employability has been a main topic of investigation from diverse

disciplines for many years. In Hong Kong, research on it per se is not active though the topic has often

been raised in study related to the fields of employment and education, among others. This paper

chiefly focuses on learning employability perceptions in Hong Kong. It is a follow-up paper on the

writer’s recent work on usage of diagramming techniques to conduct a literature review on

employability [3]. A Facebook-based survey was conducted by the writer to learn his Facebook friends’

employability perceptions. The survey findings further clarify some of the ideas from the employability

literature with perceptions in the Hong Kong context. As such the findings should be of interest to

academics as well as those who care about the impacts of employability.

Keywords: Employability, Employability perceptions, Facebook-based survey, Literature

review, Quantitative analysis.

_________________________________________________________________________________________

I. Introduction:

Since the 1950s, policy-makers have been interested in the subject of employability [1].

During the 1990s, a number of governments in the Western world have introduced

employability policies to intervene in the labour markets [2]. In Hong Kong, though

governmental employability policy has not caught as much attention as in the Western world,

local universities in the city do pay a lot of attention on their students‟ employability and

university employability practices. Recently, this writer has also conducted a literature review

on employability [3]. This paper is a follow-up work by conducting a Facebook-based survey

study on employability perceptions in Hong Kong.

II. Objectives of the Study:

This study by the writer has the following three objectives:

Objective 1: portray the overall intellectual landscape of employability in a summarized form;

Objective 2: examine universities‟ employability practices in Hong Kong as published on their

websites;

Objective 3: analyze the writer‟s Facebook-based survey findings on employability perceptions

in Hong Kong.


www.ijirssc.in 1

These three objectives define the study scope of this paper. As a whole, the study is

intended to contribute to the academic literature on employability, especially in the context of

Hong Kong. At the same time, the study should also be able to inform major local

stakeholders, e.g., the Hong Kong government, local universities, local students, local

employers and local participants in the Hong Kong labour market, on how to improve their

employability practices.

III.Study Area:

The study area of this paper is mainly employability perceptions in Hong Kong on some

of the ideas from the employability literature. To start with, it is well recognized in the

employability literature that the subject has been examined among a number of disciplines,

e.g., business and management studies, human resource management, psychology, educational

science and career theory [4]. The literature review by Ho [3] on employability identifies four

employability themes. They are:

Theme 1: evolution of employability thinking

Idea 1.1: Employability policy and intervention focus has shifted from the

vulnerability groups to the working population at large.

Idea 1.2: Employability policy and intervention focus is mainly to enhance labour

market flexibility, employees‟ dynamic competence and well-being, entrepreneurship

and organizational performance.

Idea 1.3: Employability initiatives can be studied from three perspectives, i.e., (i)

individual, (ii) enterprise human resource management and (iii) national workforce

management perspectives.

Theme 2: definitions of employability

Idea 2.1: Definitions can be perception-based, skills-based and competence-based.

Theme 3: employability concerns and perceptions of major stakeholders in general

Idea 3.1: Labour market participants are concerned about employment status and its

consequential impacts on their economic and psychological well-being as well as

long-term career success.

Idea 3.2: Employers are interested in how employees‟ employability can contribute to

their organizations‟ core capabilities.

Idea 3.3: Higher education institutions care about their graduates‟ employability,

among other knowledge and reasoning skills learning.

Idea 3.4: Governments are concerned how their employability policies contribute to

achievement of macro-economic goals, e.g., employment rate and economic growth.

Theme 4: practices to improve employability

Idea 4.1: Higher education institutions‟ employability practices include career

counselling, alumni networking, employment of student ambassadors, production of

employability-fostering subject syllabuses, running of employability conferences and

seminars and collaborative projects with commercial enterprises.



Idea 4.2: Labour market participants are encouraged to practice proactive career self-

management and life-long learning.

Idea 4.3: Employers are interested in aligning employees‟ employability efforts with

their organizations‟ core capability management, via competence-based person-related

human resource management practices.

With regard to the literature specific to the Hong Kong setting, there are much more research

works on employment (which could touch on employability) than on employability per se.

Also, the writer could not find any information on governmental employability policy in Hong

Kong via Internet search as at May 1, 2016. Nevertheless, three pieces of information on

employability studies and practices could be offered in this respect: (i) studies on perceived

employability among local university students has been carried out by Cheung [5],[6], from the

Department of Applied Social Sciences, City University of Hong Kong, (ii) a study on

engineering employability skills required in Asia, including Hong Kong by Zaharim et al. [7],

and (iii) the University of Science and Technology of Hong Kong has been ranked “16th

in the

world for employability of its graduates in an annual survey of recruiters and bosses” [8]. Here,

other than the findings from the literature review, two research methods to learn employability

in the context of Hong Kong were carried out (re: objectives 2 and 3 of this paper). One is to

study the employability practices of the local universities in Hong Kong via their published

information on their websites; the other one is on a Facebook-based survey on employability

perceptions in Hong Kong. These two research exercises are discussed in the next section on

methodology.

IV.Methodology:

In this study, two research methods are employed by the writer to study employability

practices and perceptions in Hong Kong. The first research method is observation of local

universities‟ websites on employability practices. The local universities‟ website investigation

was conducted on April 29, 2016. The second research method is a Facebook-based

questionnaire survey on employability perceptions, using the survey tool from

Kwiksurveys.com [9]. In this case the targeted respondents are the writer‟s Facebook friends.

They are primarily the writer‟s tertiary education programmes‟ students in business and non-

business disciplines. The research method of Facebook-based survey has previously been

discussed in Ho [10], thus not reviewed here. The survey was conducted from April 28 to April

30, 2016. Both research methods are crude exercises to learn some employability practices and

perceptions in the Hong Kong context. The two research exercises are mostly exploratory and

brief in nature, given the resource constraints of the writer and the limited scope of the

investigation. The results of them are presented in the next section.



V . Result and Discussion:

5.1.The first research method: observations on employability practices as reported on

three local universities’ websites

Three local universities‟ websites were reviewed to learn their employability practices. They

are City University of Hong Kong (website 1 study), the University of Hong Kong (website 2

study) and the Hong Kong University of Science and Technology (website 3 study). Details are

as follows:

5.1.1 Website 1: Career and Leadership Centre, City University of Hong Kong [11]

Based on website observation, the main employability practices of City University of Hong

Kong are: (i) executive mentoring programme, (ii) business orientation programme, (iii)

effective presentation programme, (iv) Elite 100 programme and (v) career and leadership fund

(CLF), see exhibit 1.

Exhibit 1: Career and Leadership Centre, SDS, City University of Hong Kong (visited at

April 29, 2016).

5.1.2 Website 2: Search engine embedded in the University of Hong Kong website [12].

The main listed resources out of the search result from the University of Hong Kong website

include: (i) training on digital literacy, (ii) seminars on employability, (iii) development of

experiential learning-based curriculum with employability integrated, and (iv) Professional

Preparation Programme to learn job hunting skills and to do alumni networking, see exhibit 2.

Exhibit 2: Search engine of the University of Hong Kong website (visited at April 29,

2016).



5.1.3 Website 3: Search engine embedded in the Hong Kong University of Science and

Technology website [13].

The main resources listed from the search result on the HK University of Science and

Technology website include: (i) career services, (ii) an online personal-development planning

and portfolio-showcasing tool for students (PEAKS) and (iii) degree programmes with good

reputation on graduate employability, see exhibit 3.

Exhibit 3: Search engine of the Hong Kong University of Science and Technology website

(visited at April 29, 2016).



The university website observation is a brief research exercise which uncovers some

employability practices from three universities in Hong Kong. [This exercise did not cover all

local universities here.] The finding is related with employability theme 4 (practices to improve

employability), notably idea 4.1. In a limited way, it contributes to our understanding of these

university practices in the Hong Kong setting.

1.1. The second research method: findings from a Facebook-based survey on

employability perceptions in Hong Kong with quantitative analysis

The Facebook-based survey has 20 questions, covering the profiles and the employability

perceptions of the participants. The setting of the survey questions has been informed by the

literature review of Ho [3]. In total, there are 96 participants to the Facebook-based survey.

The survey questions and basic statistics are shown in appendix 1. The following are the main

findings, which are essentially in quantitative terms:

Finding 1 (re: survey questions 1 and 8): This finding shows the respondents‟ perceived

satisfaction with their present employability status (re: question 8) by gender (re: question 1) in

Table 1. It makes use of the Excel data filtering function with the survey dataset to produce the

table.

Table 1: Perceived satisfaction with present employability status by gender

Table 1 indicates that female respondents, at 78% (14% strong feeling + 64% mild feeling), are

clearly more satisfied with their present employability status than that of male respondents, at

57% (18% + 39%). The finding is related with employability theme 3 (employability concerns

and perceptions of major stakeholders), notably idea 3.1.

Male Female

Yes, I strongly feel this

way.

7 (18%) 8 (14%)

Yes, I mildly fee this

way.

15 (39%) 37 (64%)

No, I do not feel this way. 13 (34%) 7 (12%)

No comments/ not

applicable.

3 (8%) 3 (5%)

I don‟t know. 0 (0%) 3 (5%)



Finding 2 (re: survey questions 8, 9 and 10): This finding shows the satisfaction related to the

present (question 8) and expected future employability (question 10) and efforts made to

improve it over the last 5 years (question 9), see Table 2.

Table 2: Satisfaction related to the present, expected future employability, and

effortmade to improve employability over the last 5 years

Satisfied with

present

employability

status (re: question

8)

Future

employability

status is expected

to get worse (re:

question 10)

Much efforts

made to improve

employability

over the last 5

years (re:

question 9)

Yes, I strongly

feel this way.

15 (16%) 19 (20%) 47 (49%)

Yes, I mildly fee

this way.

52 (54%) 32 (33%) 35 (37%)

No, I do not feel

this way.

20 (21%) 36 (38%) 7 (7%)

No comments/

not applicable.

6 (6%) 6 (6%) 6 (6%)

I don‟t know. 3 (3%) 3 (3%) 0 (0%)

Table 2 indicates that, even though the majority of the respondents, at 70% (16% + 54%), are

satisfied with their present employability status and feel that they have been trying hard to

improve their employability status, at 86% (49% + 37%), about half of them, at 53% (20% +

33%), are still worried that their future employability status will deteriorate. The finding is

related with employability theme 3 (employability concerns and perceptions of major

stakeholders), especially idea 3.1.

Finding 3 (re: survey questions 5 and 8): This finding shows the satisfaction with present

employability status (re: question 8) by organization type (re: question 5) in Table 3. It makes

use of the Excel data filtering function with the survey dataset to produce the table.



Table 3: Satisfaction with present employability status by organization type

Regarding Table 3, respondents from commercial enterprises are evidently more satisfied with

their employability status, at 78% (19% + 59%), than their counterparts at non-commercial

organizations, at 58% (11% + 47%). The finding is related with employability theme 3

(employability concerns and perceptions of major stakeholders), notably idea 3.1.

Finding 4 (re: survey questions 11 and 12): This finding shows the perceived need on (i) career

self-management1 (re: question 11) and (ii) life-long learning

2 (re: question 12) for personal

employability improvement, see Table 4.

Table 4: Perceived need on career self-management and life-long learning for personal

employability improvement

1 Career self management implies employees actively involved in the management of their careers, e.g., on career

planning. 2 Life-long learning involves ongoing and self-motivated learning by individuals for personal as well as

professional reasons.

Commercial enterprise Non-commercial

organization Yes, I strongly feel this way. 13 (19%) 2 (11%)

Yes, I mildly fee this way. 40 (59%) 9 (47%)


No comments/ not applicable. 0 (0%) 2 (11%)

I don‟t know. 1 (1%) 0 (0%)

Need more career self-

management efforts

(re: question 11)

Need more life-long

learning efforts

(re: question 12)


way.

41 (44%) 46 (48%)



No comments/ not

applicable.

2 (2%) 0 (0%)

I don‟t know. 0 (0%) 3 (3%)



Regarding Table 4, the proportion of respondents who perceive need to do more on career self

management, at 91% (44% + 47%), is about the same as that of those who perceive need to do

more on life-long learning, at 88% (48% + 40%). The finding is related with employability

theme 4 (practices to improve employability), particularly idea 4.2.

Finding 5 (re: survey questions 13 and 16): This finding shows perceived responsibility on

personal employability by individuals and employers, see Table 5.

Table 5: Perceived responsibility on personal employability by individuals and employers

Regarding Table 5, the proportion figure of respondents who perceive personal employability

as their own responsibility, at 73% (25% + 48%), and that of respondents who feel employers

to have moral obligation on employees‟ personal employability, at 70% (15% + 55%), are

roughly the same. Both percentage figures are on the high side, suggesting that these two

perceptions are not mutually exclusive. Finding 5 is related with Employability theme 3

(employability concerns and perceptions of major stakeholders) and theme 4 (practices to

improve employability), notably idea 4.2.

Finding 6 (re: survey questions 17 and 19): This finding shows perceived sufficiency of

organizational employability support from employers (re: question 17) and perceived

appropriateness of the Hong Kong government‟s employability policy (re: question 19) in

Table 6.

Personal employability is

perceived as an individual’s

own responsibility (re:

question 13)

Employers are perceived to

have moral obligation on

employees’ personal

employability (re: question

16)


way.

24 (25%) 14 (15%)



No comments/ not

applicable.

5 (5%) 3 (3%)

I don‟t know. 2 (2%) 3 (3%)



Table 6: Perceived sufficiency of organizational employability support from employers

and perceived appropriateness of the Hong Kong government’s employability policy

Regarding Table 6, more than half of the respondents are not satisfied with their employers‟

organizational support on employability to them, at 55%, and with the government‟s

employability policy, at 65%. The figure on dissatisfaction with the government‟s

employability policy, at 65%, is a little higher than that on employers‟ organizational support

on employability, at 55%. Finding 5 is related with employability theme 3 (employability

concerns and perceptions of major stakeholders), notably ideas 3.2 and 3.4, and employability

theme 4 (practices to improve employability).

Finding 7 (re: survey questions 7 and 20): This finding shows respondents‟ familiarity with the

employability subject (re: question 7) and their interest to learn the employability subject (re:

question 20) in Table 7.

Perceived sufficiency of

organizational

employability support from

employers (re: question 17)

Perceived appropriateness

of employability policy from

the Hong Kong government

(re: question 19)


way.

7 (7%) 7 (7%)



No comments/ not

applicable.

4 (4%) 6 (6%)

I don‟t know. 4 (4%) 2 (2%)



Table 7: Respondents’ familiarity with the employability topic and their interest to learn

the employability subject

Regarding Table 7, the majority of the respondents, at 76% (18% + 58%), are familiar with the

employability subject. Nevertheless, the majority of them, at 74% (23% +51%), are interested

in learning more about the subject. This finding suggests that respondents in general consider

employability as important to their career: they are familiar with the subject but still want to

learn more about it. The finding is related with employability theme 3 (employability concerns

and perceptions of major stakeholders) and theme 4 (practices to improve employability),

particularly idea 4.2.

Finding 8 (re: survey questions 14 and 18): This finding shows respondents‟ perceived

influence of employability on (i) improving their job performance (re: question 14) and (ii)

reducing their organizational commitment (re: question 18) in Table 8.

Respondents’ familiarity

with the employability

subject (re: question 7)

Respondents’ interest to

learn the employability

subject (re: question 20)


way.

17 (18%) 22 (23%)



No comments/ not

applicable.

6 (6%) 10 (10%)

I don‟t know. - 4 (4%)



Table 8: Respondents’ perceived influence of employability on their job performance and

their organizational commitment

Regarding Table 8, the considerable majority of the respondents, at 86% (40% + 46%), feel

that employability has positive influence on their job performance while about half of them, at

49%, do not feel that improving employability will reduce their organizational commitment.

Thus, relatively speaking, the respondents are less positive on the employability influence

toward their organizational commitment (re: question 18). The finding is related with

employability theme 3 (employability concerns and perceptions of major stakeholders), notably

ideas 3.1 and 3.2, and theme 4 (practices to improve employability).

Finding 9 (re: survey questions 1-8, 13, 15 and 17): The finding examines the correlation

between the dependent variable of “satisfaction with present employability status” (re: question

8) and a set of independent variables (re: questions 1, 2, 3, 4, 5, 6, 7, 13, 15 and 17). It makes

use of multiple regression analysis [14] (with the coding scheme shown in appendix 2 and the

regression function from Excel shown in appendix 3) and the following multiple regression

formula (Formula 1):

Formula 1

Satisfaction with present employability status (y) = a + b1 x (x1: gender) + b2 x (x2:

age group) + b3 x (x3: education background) + b4 x (x4: job status) + b5 x (x5:

Perceived influence of

employability on

improving their job

performance (re: question

14)

Perceived influence of

employability on reducing

their organizational

commitment (re: question

18)


way.

38 (40%) 10 (10%)



No comments/ not

applicable.

0 (0%) 10 (10%)

I don‟t know. 2 (2%) 5 (5%)



enterprise type) + b6 x (x6: no. of years with the employing organization) + b7 x (x7:

familiarity with the employability topic) + b8 x (x8: personal employability

management considered as own responsibility) + b9 x (x9: perceived sufficiency of

organizational support on employability) + b10 x (x10: perceived usefulness of formal

education)

The variables involved in formula 1 are explained as follows:

Variable y (satisfaction with present employability status) is based on survey question 8.

Variable x1 (gender) is based on survey question 1.

Variable x2 (age group) is based on survey question 2.

Variable x3 (education background) is based on survey question 3.

Variable x4 (job status) is based on survey question 4.

Variable x5 (enterprise type) is based on survey question 5.

Variable x6 (no. of years with the employing organization) is based on survey question 6.

Variable x7 (familiarity with the employability topic) is based on survey question 7.

Variable x8 (personal employability management considered as own responsibility) is

based on survey question 13.

Variable x9 (perceived sufficiency of organizational support on employability) is based

on survey question 17.

Variable x10 (perceived usefulness of formal education) is based on survey question 15.

In the formula, variable y is the dependent variable whereas all the variables x are

independent variables. Based on the regression analysis report of Excel (re: appendix 4),

the resultant formula 1 is produced as follows:

Satisfaction with present employability status (y) = 0.6122 – 0.1599 x (x1: gender) –

0.0102 x (x2: age group) – 0.1225 x (x3: education background) + 0.4402 x (x4: job

status) – 0.0490 x (x5: enterprise type) + 0.0362 x (x6: no. of years with the employing

organization) + 0.1885 x (x7: familiarity with the employability topic) – 0.1749 x (x8:

personal employability management considered as own responsibility) + 0.2537 x (x9:

perceived sufficiency of organizational support on employability) + 0.1691 x (x10:

perceived usefulness of formal education)



Interpretation: All b values of the independent variables (i.e., the x variables 1-10) are

quite small, indicating that these independent variables have very mild association with

the dependent variable of “satisfaction with the present employability status” (variable

y). [Note: no casual relationship can be established with correlation statistics per se.]

Furthermore, all the p-values of the x variables are larger than 5% (the critical value),

except that of x6 (no. of years with the employing organization) and x9 (perceived

sufficiency of organizational support on employability). In this case, only for variables x6

and x9, the null hypotheses that the b values of x6 and x9 be zero are rejected. As to the

other x variables, the null hypotheses of the b values of these variables (i.e., variable x1,

x2, x3, x4, x5, x7, x8 and x10) be zero cannot be rejected, because their p-values are all

larger than 5% (the critical value). Overall, the b values of all the x variables are quite

small. They only indicate weak signals on the strength of the correlation and their

direction of association between them and the independent variable. This is based on the

small b values involved as well as the sign (+/-) of the b values. Specific description on

the association of these variables (small ones for that) is as follows:

a. On x1: Male respondents (coding scheme value being 2) have lower satisfaction with

their present employability status than female respondents (coding scheme value being

1) (b1 value being -0.1599);

b. On x2: The higher the age of the respondent, the lower is the satisfaction with present

employability status (b2 value being -0.0102);

c. On x3: The higher the education level attained, the lower is the satisfaction with present

employability status (b3 value being -0.1225);

d. On x4: More fully employed respondents have higher satisfaction with present

employability status (b4 value being 0.4402);

e. On x5: Respondents working in non-commercial organizations (coding scheme value

being 1) tend to have lower satisfaction with present employability status than those with

commercial enterprises (coding scheme value being 0) (b5 value being -0.0490);

f. On x6: Respondents with a longer work history with their present employers tend to have

higher satisfaction with present employability status (b6 values being 0.0362);

g. On x7: Respondents who are more familiar with the employability topic tend to have

higher satisfaction with present employability status (b7 values being 0.1885);

h. On x8: Respondents with a stronger feeling that personal employability management is

their own responsibility tend to have lower satisfaction with present employability status

(b8 values being -0.1749);

i. On x9: Respondents with a stronger feeling that their organizational support on

employability is sufficient have higher satisfaction with their present employability status

(b9 values being 0.2537);



j. On x10: Respondents with a stronger feeling that their formal education is able to

improve employability have higher satisfaction with present employability status (b10

values being 0.1691).

Finding 9, which covers 10 independent variables, is related with employability theme 3

(employability concerns and perceptions of major stakeholders) and theme 4 (practices to

improve employability).

On the whole, the 9 survey findings present a snapshot picture on employability

perceptions in Hong Kong, albeit a partial one for that. Particularly, they do so in

quantitative terms. With the survey findings, a more concrete impression on a number of

ideas discussed in the employability literature, as specific to the current Hong Kong

setting, can be obtained. Admittedly, there are limitations of the Facebook-based survey

method, and they were discussed in Ho [9]. Depending on the specific interest of the

readers on the employability subject, they can further verify and examine the subject with

regard to the particular survey findings made in this study. For instance, a researcher

could conduct a similar survey on employability perceptions in another city as a

comparative study on two cities. Another related study could be to conduct a similar

perception survey in Hong Kong in the future to learn how employability perceptions

evolve over time in the city.

VI.Conclusion :

Dedicated employability study in the Hong Kong setting is relatively few, though the

topic does come up often in related research works, e.g., on employment study of university

graduates and disabled people. In this respect, the paper offers some academic value to

employability researchers with its findings based on university website observations and

Facebook-based survey research methods. The study here is informed by a recent work on

employability literature review by the writer [3], which resulted in the identification of four

employability themes and their ingredient ideas. (These themes and ideas are tentative in

nature, though.) This paper is thus a follow-up study on that article [3]. As such, that earlier

article [3] and this one together complementarily contribute to the intellectual understanding on

employability. Still, more research works need to be done on the employability subject, which

manifests itself as multi-disciplinary, inter-subjective, evolving and impactful in nature.

References :

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