İSTİHDAM EDİLEBİLİRLİKTE ALGISAL FARKLILIKLAR: ÜNİVERSİTE ÖĞRENCİLERİ VE İŞVEREN BEKLENTİLERİNİN KARŞILAŞTIRMALI ANALİZİ

Abstract

Bu çalışma, üniversite öğrencileri ve işverenlerin istihdam edilebilirliğe ilişkin algı ve beklentilerini karşılaştırmalı olarak incelemektedir. Her alandaki gelişmeler, işgücü piyasasındaki rekabeti artırmış ve mezunların yalnızca teknik bilgiye değil, aynı zamanda yaşam boyu öğrenme, problem çözme, iletişim, ekip çalışması ve değişime uyum sağlama gibi çok boyutlu becerilere de sahip olmasını zorunlu kılmıştır. Araştırmanın amacı, öğrenciler ve işverenler arasındaki algısal farklılıkları tespit etmek ve yükseköğretim-istihdam ilişkisi için öneriler geliştirmektir.Çalışma, Gaziantep Üniversitesi İktisadi ve İdari Bilimler Fakültesi ve Mühendislik Fakültesi'nde kayıtlı 219 öğrenci ve Gaziantep'te bulunan küçük ve orta ölçekli işletmelerde işe alım sürecinde yer alan 105 işverenle yürütülmüştür. Nicel araştırma yöntemi kapsamında anket tekniği kullanılmış; veri toplama amacıyla işverenlere Psikolojik Sözleşme ve İşe Alma Kriterleri ölçekleri, öğrencilere ise İşveren Çekiciliği ve İstihdam Edilebilirlik Algısı ölçekleri uygulanmıştır. Bulgular, beş tematik boyutta (mesleki gelişim ve ilerleme, işe bağlılık ve katkı, işe hazır olma, yetki ve uyum, kişisel hedef ve güç duygusu) anlamlı farklılıklar olduğunu göstermektedir. En büyük fark, öğrencilerin kendi yetkinliklerini işveren beklentilerinden daha düşük değerlendirdiği "istihdama hazır olma" boyutunda ortaya çıkmıştır. "İşe Bağlılık ve Katkı" boyutunda da işveren beklentileri, öğrencilerin beklentilerinden anlamlı derecede yüksek bulunmuştur. Buna karşılık, "Mesleki Gelişim ve İlerleme" boyutunda iki grup arasında anlamlı bir fark bulunamamıştır.Sonuç olarak, istihdam edilebilirlikteki beceri ve değer uyumsuzluklarını azaltmak için üniversite müfredatlarının işveren beklentileri doğrultusunda güncellenmesi, kariyer merkezlerinin öğrencilerin farkındalığını artıracak programlar sunması ve işverenlerin gençlerin potansiyelini doğru bir şekilde değerlendirebilecek insan kaynakları politikaları geliştirmesi önerilmektedir.

Keywords

• İstihdam Edilebilirlik
• İşveren Beklentileri
• Öğrenci Algısı
• Psikolojik Sözleşme

PERCEPTUAL DIFFERENCES IN EMPLOYABILITY: A COMPARATIVE ANALYSIS OF UNIVERSITY STUDENTS AND EMPLOYER EXPECTATIONS

Abstract

This study comparatively examines the perceptions and expectations of university students and employers regarding employability. Advancements in every area have increased competition in the labor market, making it essential for graduates to possess not only technical knowledge but also multidimensional skills such as lifelong learning, problem-solving, communication, teamwork, and adaptability to change. The aim of the study is to identify the perceptual differences between students and employers and to develop recommendations for the higher education-employment relationship. The study was conducted with 219 students enrolled in the Faculty of Economics and Administrative Sciences and the Faculty of Engineering at Gaziantep University, as well as 105 employers involved in the recruitment process in small and medium-sized enterprises located in Gaziantep. Within the scope of the quantitative research method, the survey technique was employed; for data collection, the Psychological Contract and Recruitment Criteria scales were administered to employers, and the Employer Attractiveness and Employability Perception scales were administered to students. The findings indicate that there are significant differences in five thematic dimensions (professional development and advancement, work commitment and contribution, employment readiness, authority and compliance, and personal goal and sense of power). The largest difference emerged in the “employment readiness” dimension, where students rated their own competencies lower compared to employer expectations. In the “Work Commitment and Contribution” dimension, employer expectations were also significantly higher than those of students. In contrast, no significant difference was found between the two groups in the “Professional Development and Advancement” dimension.In conclusion, in order to reduce skill and value mismatches in employability, it is recommended that university curricula be updated in line with employer expectations, that career centers offer programs to increase students’ awareness, and that employers develop human resources policies that can accurately assess the potential of young people.

Keywords

• Employability
• Employer Expectations
• Student Perception
• Psychological Contract

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