Abstract
Motivations for undergraduate student choice of marketing major have critical strategic human resource planningand long-term career satisfaction importance. Yet few studies have been devoted to it. Based on four hypotheses,this study examined the correlation between job, personal, educational and gender factors, and undergraduatestudents’ choice of marketing major, and influential relationship of various close affinities (individuals) with thatchoice in a business biased Public University in Ghana. A cross-sectional quantitative study based on apopulation sample size of 527, this research examined 21 variables captured in a closed-ended questionnaireadministered to a sampled student population of marketing major students for three-month duration. Descriptiveanalysis, Chi-Square test, multiple linear regressions, Pearson correlation, factorial and component analyses werecalculated of data. Whiles results indicated the female gender is not correlated to choice of marketing profession,personal interest factors was positively related to the choice, followed by the nature of marketing, quality andreputation of lecturers, and job related factors.
Highlights
1.1Background to the StudyRecently, there has been renewed interest among business organizations about the strategic importance of career and human resource strategic planning and their impact on organizational competiveness, performance, and sustainability
Whiles results indicated the female gender is not correlated to choice of marketing profession, personal interest factors was positively related to the choice, followed by the nature of marketing, quality and reputation of lecturers, and job related factors
Studies investigating what motivates undergraduate students to select business majors (Cohen & Hanno, 1993; Kim, Markham, & Cangelosi, 2002; Noel, Michaels, & Lavas, 2003; Pritchard, Potter, & Saccucci, 2004) have suggested that whereas the occupation of students’ parents, socioeconomic factors (Leppel, Williams, & Waldauer, 2001) are important considerations, student personality traits, student interest in the subject, curriculum and teaching-learning environment factors, future job availability, students aptitude for the subject, future potential associated with that major (Kim et al, 2002; Mauldin et al, 2000; Pritchard et al, 2004), job availability, perceived social prestige associated with the major, flexibility, and financial rewards (Adams, Pryor, & Adams, 1994) are key considerations in the decision making process
Summary
1.1Background to the StudyRecently, there has been renewed interest among business organizations about the strategic importance of career and human resource strategic planning and their impact on organizational competiveness, performance, and sustainability. Frequent employee turnover has adverse consequences for known organizational work patterns and organizational culture and employee motivations (U.S Department of Education, 1998, 2001; Blacks & Ashford, 1995). These contrasts have triggered and spurred research interests as well. Studies investigating what motivates undergraduate students to select business majors (Cohen & Hanno, 1993; Kim, Markham, & Cangelosi, 2002; Noel, Michaels, & Lavas, 2003; Pritchard, Potter, & Saccucci, 2004) have suggested that whereas the occupation of students’ parents, socioeconomic factors (Leppel, Williams, & Waldauer, 2001) are important considerations, student personality traits, student interest in the subject, curriculum and teaching-learning environment factors, future job availability, students aptitude for the subject, future potential associated with that major (Kim et al, 2002; Mauldin et al, 2000; Pritchard et al, 2004), job availability, perceived social prestige associated with the major, flexibility, and financial rewards (Adams, Pryor, & Adams, 1994) are key considerations in the decision making process
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