Factors that Influence Information Systems Undergraduates to Pursue IT Certification

Abstract

Introduction am a rising senior who is currently trying to obtain an entry-level job and have been turned down because I do not have any certifications. Methods of social closure (Weber, 1922/1978), such as voluntary certification, licensing, and credentialing, are used in professions, such as law, accounting, education, airplane piloting and engineering, to signal quality, focus demand, and enhance rewards for professionals. The field possesses no universal means of social closure. However, voluntary has emerged as a method of ensuring and signaling the skill level of workers, sometimes serving as a substitute for experience and/or education (Childs, 2002). Certified employees often make more money and bonuses than non-certified workers (Gabelhouse, 2002; McCarthy, 2002; Shaffhauser, 2002; Sosbe, 2001; Tittel, 2001) and helps them earn promotions and raises (Dohner, 2001; Domingo, 2007; Gabelhouse, 2001). is popular and important for job-seekers. It is estimated that over 1,000 certifications are available (Rowe, 2003). Approximately 6.5 million people in the U.S. hold a computer certification; that number may exceed 20 million by 2010. Industry analysts estimated the size of the training market in North America at $500 to $600 million in 2000, climbing as much as 20 percent per year for the foreseeable future (Tittel, 2001). Worldwide spending in was estimated to reach $4 billion in 2003 according to an IDC report (Flynn, 2002). A study of hiring managers from approximately 700 companies both inside and outside the industry found that IT companies viewed certifications at least as important as a bachelor's degree while non-IT companies placed certifications slightly below a bachelor's degree in importance (ITAA, 2001). Another study found that over half the CIOs surveyed hire a person with a certification, even if they had no work experience. Some even said they would not hire anyone without a certification (Childs, 2002). The popularity of certifications suggests that many professionals believe managers use it as a selection tool when hiring. Human resource managers have typically used certifications as an indicator of an applicant's base-line suitability for a specific related position. Certifications act as a signal to hiring managers that a job candidate has achieved a level of knowledge and skill necessary to perform in a particular job role (Randall & Zirkle, 2005). Employers are increasingly turning to certifications as a way to make sure that prospective employees possess the necessary skills (Al-Rawi, Bouslama, & Lansari, 2006). Employers often desire and may even require certain computer certifications as a condition of employment (Hitchcock, 2007). Employers often assume that certified employees are better able to manage the organization's IS resources (Cegielski, 2004). For example, Many employers assume a certified network professional is better able to manage networked resources than is a non-certified counterpart (Cegielski, Rebman, & Reithel, 2003). A survey of hiring managers (Hunsinger & Smith, 2005) revealed that they use to screen applicants, to differentiate between otherwise equally qualified applicants, to qualify for service-agreement discounts and warranty protection, and to validate their employees' qualifications to their own customers, among other reasons. The usefulness of may depend on the field within IS and the level of the position (entry vs. management.) Hiring managers use in addition to and sometimes in place of academic qualifications. Depending on the position sought, there are often clear advantages to possessing a certification. Zeng (2004) notes that many students in CIS and CS programs want to earn both and a degree in order to meet increasing demands from industry. …