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This paper analyses the migration intentions of university graduates using the Theory of Planned Behaviour not just to unravel their intention but also to uncover how subjective perceptions enter the decision-making process. The results suggest that perceived parental and peer pressures have strong direct effects on the formation of the intention,...
Contexts in source publication
Context 1
... the direct and indirect measurements of attitudes, subjective norms and PBC were adopted in this study. Based on previous applications of the TPB (D'ardenne, Mcmanus, & Hall, 2011;Fishbein & Ajzen, 2010;Francis et al., 2004), statements which directly measure behavioural intention, attitudes, subjective norms and PBC were tailored to the targeted behaviour ( Table 2). The behaviour, normative and control beliefs, which indirectly measure attitudes, subjective norms and PBC, were derived from the elicitation interviews. ...
Context 2
... recommended by Ajzen (1991), a seven-point unipolar rating scale (1=fully disagree; 7=fully agree) was used to measure the respondents' level of agreement to these statements. Exceptions were the statements involving positive or negative opinions, then the bipolar scoring (-3=unlikely; +3=likely) was employed, with negative numbers representing unfavourable evaluations and positive numbers representing favourable evaluations (see the b note in Table 2). The score of direct measures for attitudes, subjective norms and PBC is a mean score for the related statements. ...
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Objectives:
Studies on blood transfusion reveal that specific rules are not always respected by healthcare professionals. This study aims to better understand the intention to apply the blood transfusion rules, and to examine, within the framework of the theory of planned behavior, the barriers and facilitators.
Methods:
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Citations
... Despite that the hukou policy has been relaxed in recent years, it is still difficult to obtain a hukou in large cities such as Beijing; therefore, many graduates would rather leave Beijing and settle down in other cities (Hu et al., 2022). Micro-level factors also elucidate the difference in the university-to-work migration of graduates (Cui et al., 2016;Yue & Qiu, 2019). Male graduates, particularly those from low-income families or rural areas, and those from a university of better quality were more likely to migrate to work outside their home province upon graduation (Ma & Pan, 2014;Yue & Qiu, 2019). ...
... First, among graduates who migrated twice, one third of them returned to their hometown for employment. A previous study showed that graduates from more developed regions preferred to return to their hometowns as there was no need to venture elsewhere (Cui et al., 2016). Second, those who migrated for education already demonstrated their preference for being mobile which could not be captured by their socioeconomic status (Smith et al., 2014). ...
As the core driving force of technological innovation and economic development, talent is considered a scarce resource that cities and nations compete for. Facing the pressure of transitioning to high-quality development, many Chinese cities have launched various policies to retain and attract talent since 2017. Talents are comparatively more mobile flowing between regions. Educated talents, who have attended higher education, first move from domicile to university, and then move from university to work after graduation; it is a dynamic process and should be analyzed as a continuum. However, most of the existing studies analyze these two stages separately, namely, student migration and university graduate migration. This study, using the Graduate Employment Quality Report released by 12 universities in Shanghai and questionnaires collected in Shanghai, explored the spatial patterns and driving factors of the two-stage migration of graduates employing a bivariate probit model. The results showed that graduates’ place of origin is relatively diverse and geographically determined by the quota-allocation system of China’s higher-education system, while upon graduation, the majority of them stayed in Shanghai and the surrounding provinces for employment. Path dependence is revealed between domicile-to-university migration and university-to-work migration, and both of them are significantly affected by graduates’ human capital, family background, as well as city-level attributes. Among talent policies, hukou-related policies play an important role in affecting graduates’ choice of place of employment. This study contributes to the understanding of the sequential migration of human capital in a specific institutional setting, thereby providing policy implications to optimize the allocation of talents between regions.
... The findings partially concur with some previous studies that suggested that economic growth, income and opportunities dominated in interpreting the "value" of urban development and branding narratives in mega-cities or first-tier cities nowadays (Gonzalez and Gale 2023;Jin et al. 2022). However, the present study indicates some influences of non-economic benefits in brand potential among Hong Kong residents, which could be extended to represent attributes of leisure, urban lifestyle and quality of life welcomed by younger populations (Ahlin et al. 2014;Cui et al. 2016;Sokoowicz 2019). ...
... Policy makers in both sustainable urban development and branding should create a more long-term vision with values shared between policy decision and people (Buizer et al. 2016), relevant to attracting people by the promise of better urban quality of life. Indeed, brand equity is the core essence of brand promise (Cui et al. 2016;Low et al. 2005;Sokoowicz 2019). For the creative city, placemaking is an important strategy to attract people to immigrate to a city and stay for long-term residence with diversity, sense of place and attachment (Buizer et al. 2016;Richards 2020), rather than being econo-centric only (Gonzalez and Gale 2023). ...
The Hong Kong SAR Government has implemented policies for building Hong Kong under the themes of a “green”, creative” and “smart” city, which are important development decisions for retaining citizens from migrating out and attracting newcomers to stay in the city. Valuable city brands built from these development themes may allow local residents to envision the future of Hong Kong. Branding a city based on its unique, strong and valuable attributes should be able to strengthen local identity and capture citizen support. City brand equity refers to the capacity of a city to generate brand value to its target stakeholders. It is characterized by a series of components, namely awareness, perceived quality, associations of attributes, loyalty, and image and uniqueness. This research identifies the components of local brand equity of green, creative and smart cities of Hong Kong through local resident survey of 751 responses of three city theme and interviews with 46 local citizens. The results show that the city themes consist of some of the components of local brand equity only. Interviewees have varied degrees of understanding of how green, creative and smart city attributes across different districts in Hong Kong, but their understanding is narrow and general. The findings also show some areas of opportunities and threats that have eventually affected the interviewees’ perception, confidence and willingness to stay in Hong Kong. While Hong Kong has been well served by its current brand over the years, Hong Kong is facing increasing competition both regionally and globally, including challenges imposed by outflows of talents and capital, and debates on declining citizen participation in policy making.
... The existing literature demonstrates that highly skilled migration is affected by institutional factors such as China's specific hukou (household registration) system, general market factors (Huang, Tian and Wang, 2013;Ma and Pan, 2014;Ma and Yue, 2011), individual human capital possession, career considerations (Cui, Geertman and Hooimeijer, 2016) and attachment to place (Du, 2015;Ma, Tan and Li, forthcoming). It is clear, however, that China's recruitment policies, such as the Thousand Talent Programme (ttp), have played an important role in attracting top-tier overseas talent: Chinese returnees and foreign professionals (Zhou, et.al, 2018). ...
... The Theory of Planned Behavior (TPB), proposed by Ajzen (1991) and based on the Theory of Reasoned Action (Fishbein & Ajzen, 1977), has been extensively applied and validated for the prediction and explanation of behavioral intentions and behavioral outcomes in a variety of domains, such as migration intention (Cui, et al., 2016;Jin, et al., 2022), pro-environmental behavior (Tonglet et al., 2004), and health-related behavior (Andrews et al., 2010). ...
... It is because "beliefs are not innate to an individual, but they are formed and changed through activities in the real world" (Lennartz, 2013, p. 152). However, more and more researchers have found that in empirical studies there is often a direct relationship between background factors and behavioral intention because empirical research is not always under "ideal conditions" (Billari et al., 2009;Cui et al., 2016). Therefore, in this study, we assume the background factors can, directly and indirectly, influence people's intention to rent. ...
After being neglected since the establishment of the housing market in the 1990s, China has recently shown great enthusiasm for developing the housing rental market. It is essential to understand why people choose private renting as it enables us to better identify the demands of tenants and develop policies accordingly to promote private renting. However, at the micro-level, the determinants for people's renting intention have rarely been studied in the Chinese context. This paper aims to examine what specific underlying beliefs, as well as background factors, influence people's private renting intention in China's metropolises. Using the Theory of Planned Behavior (TPB), we designed questionnaires and collected personal data from 476 private renters living in Shenzhen. We found people had generally favorable attitudes, supportive subjective norms, and high perceived behavioral control of private renting in Shenzhen. Results from a path analysis suggest that people's renting intention was most influenced by their attitudes toward renting, followed by subjective norms and perceived behavioral control. In addition, marital status and some underlying behavioral, normative, and control beliefs were also found to have significant influences on renting intention. Based on our findings, some recommendations were proposed to promote private renting, such as advertising the advantages of renting to the public, enhancing the sense of belonging of renters, and expanding the rental housing supply.
... Therefore, further research is needed on how subjective perceptions, such as attitudes and subjective norms, shape migration choices. Furthermore, many studies have focused on graduates of a specific profession or degree (Dotti et al., 2014;Gesing and Glass, 2019;Gottlieb & Joseph, 2006) or graduates from a specific city (Cui et al., 2016). However, research about determinants of graduates' migration intention across different majors and degrees at a national level is insufficient. ...
... The past literature suggested that gender was associated with university students' intention and behavior to migrate (Cui et al., 2016;Faggian et al., 2007c;Orosová et al., 2018). For example, Orosová et al. (2018) found that the opinions of families and friends have a greater impact on female students' intention to migrate than male students because emotional ties inhibit female migration. ...
... The TPB has been successfully adopted in various domains to predict and explain behavior such as environmental behavior (De Leeuw, et al., 2015;Harland, et al., 1999), health-related behavior (Godin & Kok, 1996;Grønhøj et al., 2013), shopping behavior (George, 2004;Yadav & Pathak, 2016), and travel behavior (Han et al., 2017;Quintal et al., 2010). A few studies have used TPB to explain and predict the migration intention of university students, for example, Cui et al. (2016) and Novotný et al. (2020). Both authors have examined the effects of beliefs and attitudes, subjective norms, and PBC on migration intention. ...
In recent years, China has witnessed fierce competition for talents among cities. There is evidence that China's first-tier cities are losing their appeal for young talents due to the soaring housing prices and high living costs in first-tier cities, as well as the catch-up of next-tier cities. Therefore, uncovering what factors drive young talents to develop in first-tier cities is important for policymakers to maintain and enhance the attractiveness of first-tier cities. Most previous research on talent migration has focused on demographic and socioeconomic factors, while little research has examined the influence of psychological factors. By adopting the Theory of Planned Behavior (TPB), this paper aims to explore what beliefs and background factors influence university students' intention to develop in first-tier cities after graduation. Using the data we collected from 1242 university students across China, we found that two-thirds of university students have the intention to develop in a first-tier city after graduation. The Structural Equation Modeling (SEM) results show that students' migration intentions were most influenced by their attitudes, followed by subjective norms and perceived behavioral control (PBC). Specifically, beliefs such as realizing future dreams, better job opportunities, and higher wages shape students' positive attitudes towards developing in first-tier cities. The supports from family, friends, teachers, and classmates contribute to positive subjective norms of developing in first-tier cities. In contrast, perceptions of high housing prices, high living costs, and family ties discourage students from developing in first-tier cities. Furthermore, being male, being a non-only child, studying in first-tier cities, and attending higher-ranking universities have positive influences on migration intention through the mediating effects of the TPB constructs. Policy implications were discussed to help first-tier cities attract graduates.
... The existing literature demonstrates that highly skilled migration is affected by institutional factors such as China's specific hukou (household registration) system, general market factors (Huang, Tian and Wang, 2013;Ma and Pan, 2014;Ma and Yue, 2011), individual human capital possession, career considerations (Cui, Geertman and Hooimeijer, 2016) and attachment to place (Du, 2015;Ma, Tan and Li, forthcoming). It is clear, however, that China's recruitment policies, such as the Thousand Talent Programme (ttp), have played an important role in attracting top-tier overseas talent: Chinese returnees and foreign professionals (Zhou, et.al, 2018). ...
... The existing literature demonstrates that highly skilled migration is affected by institutional factors such as China's specific hukou (household registration) system, general market factors (Huang, Tian and Wang, 2013;Ma and Pan, 2014;Ma and Yue, 2011), individual human capital possession, career considerations (Cui, Geertman and Hooimeijer, 2016) and attachment to place (Du, 2015;Ma, Tan and Li, forthcoming). It is clear, however, that China's recruitment policies, such as the Thousand Talent Programme (ttp), have played an important role in attracting top-tier overseas talent: Chinese returnees and foreign professionals (Zhou, et.al, 2018). ...
... The existing literature demonstrates that highly skilled migration is affected by institutional factors such as China's specific hukou (household registration) system, general market factors (Huang, Tian and Wang, 2013;Ma and Pan, 2014;Ma and Yue, 2011), individual human capital possession, career considerations (Cui, Geertman and Hooimeijer, 2016) and attachment to place (Du, 2015;Ma, Tan and Li, forthcoming). It is clear, however, that China's recruitment policies, such as the Thousand Talent Programme (ttp), have played an important role in attracting top-tier overseas talent: Chinese returnees and foreign professionals (Zhou, et.al, 2018). ...
... The existing literature demonstrates that highly skilled migration is affected by institutional factors such as China's specific hukou (household registration) system, general market factors (Huang, Tian and Wang, 2013;Ma and Pan, 2014;Ma and Yue, 2011), individual human capital possession, career considerations (Cui, Geertman and Hooimeijer, 2016) and attachment to place (Du, 2015;Ma, Tan and Li, forthcoming). It is clear, however, that China's recruitment policies, such as the Thousand Talent Programme (ttp), have played an important role in attracting top-tier overseas talent: Chinese returnees and foreign professionals (Zhou, et.al, 2018). ...
... The existing literature demonstrates that highly skilled migration is affected by institutional factors such as China's specific hukou (household registration) system, general market factors (Huang, Tian and Wang, 2013;Ma and Pan, 2014;Ma and Yue, 2011), individual human capital possession, career considerations (Cui, Geertman and Hooimeijer, 2016) and attachment to place (Du, 2015;Ma, Tan and Li, forthcoming). It is clear, however, that China's recruitment policies, such as the Thousand Talent Programme (ttp), have played an important role in attracting top-tier overseas talent: Chinese returnees and foreign professionals (Zhou, et.al, 2018). ...
