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I Thrive, I Survive: Job Satisfaction and Job Performance of Employees with

Education-Job Mismatch Working in Business Process Outsourcing
Companies

Juliana M. Aranda
Hannah Joy A. Bataluna
Zandra Welyn B. Bioc

An undergraduate thesis manuscript submitted to the Faculty of the Department of

Social Sciences and Humanities, Cavite State University, Imus City, Cavite in
partial fulfilment of the requirements for the degree Bachelor of Science in
Psychology with Contribution No. ______. Prepared under the supervision of Mr.
Rainier G. Penales.

INTRODUCTION

Education-job mismatch, also known as skills-job mismatch or skills gap,

refers to a situation in which an individual's education, qualifications, or skills do not

align with the requirements or demands of the job they are currently employed in or

seeking to obtain (International Labour Organization, 2020). This phenomenon is a

well-known issue in both developed and developing countries, including the

Philippines. It has significant implications for individuals, businesses, economies, and

society as a whole. The concept of education-job mismatch encompasses both

vertical and horizontal mismatches, where individuals either have excessive or

inadequate education for their jobs. This mismatch can lead to underutilization or

overutilization of skills, resulting in job dissatisfaction, lower productivity, and

economic inefficiencies.

Based on a recent study conducted by the Philippine Institute for

Development Studies (PIDS) and insights from the leading online job portal

JobStreet, about 40 percent of employed Filipinos possess academic qualifications

that exceed the requirements of their current employment requirements. This

indicates that overeducation of a large proportion of the Filipino workforce is highly

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prevalent. This phenomenon emphasizes the normalization of unbalanced labour

market patterns. Despite investing additional time and effort to obtain higher

academic credentials, overeducated workers in the Philippines are only earning a

marginal 5 percent more than their counterparts who possess the minimum

qualifications (Piatos, 2022). This finding underscores the financial consequences of

job mismatches, as overeducated individuals do not receive commensurate

compensation for their higher qualifications.

According to the study conducted by Melba Tutor, Aniceto Orbeta Jr., and

James Matthew Miraflor was released by the Philippine Institute for Development

Studies (Habito, 2020), more than 70 percent of the graduates accounted for 15

courses and nearly half obtained a bachelor's degree in five areas: nursing,

elementary and secondary school, business administration, and commerce.

However, almost half (47.2 percent) of the college graduates of the Bachelor of

Science in Nursing, did not work as nurses, and later became contact center

information clerks about 11 percent. Furthermore, about 8 percent in retail and

wholesale trade managers, 6.2 percent as general office clerks, 3.5 percent for

cashiers and ticket officers and about 3.2 percent even for police officers, as well as

many other unrelated occupations.

Subsequently, college graduates under Bachelor of Science in Agriculture

highly experience the education-job mismatch, about 83 percent ending up in an

unrelated work. While the graduates of Bachelor of Science in Customs

Administrations make them the highest mismatched field with 95.8 percent in

unrelated work (Habito, 2020).

Despite the prevailing issue of education-job mismatch in the Philippines,

where college graduates frequently find themselves misaligned with their work, the

emergence and growth of the Business Process Outsourcing (BPO) industry have

significantly influenced the employment landscape for Filipinos. The business

process outsourcing (BPO) industry is growing rapidly worldwide and provides

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diverse employment opportunities to university graduates. The local BPO industry is

the Philippines' fastest-growing industry. Despite the epidemic, the Philippines' BPO

3 business is still growing. In terms of personnel, the industry has grown by 1.8

percent. Revenue, on the other hand, has increased by 1.4 percent (Full Scale,

2023).

However, the imbalance between education and job is a critical problem in

this industry. The erroneous combination of education and employment occurs when

university graduates find themselves in positions that do not coincide with their

qualifications and educational qualifications. This misalignment raises concerns

about its impact on the satisfaction and productivity of professional graduates

working in the BPO industry.

Being in a mismatched job can lead to decreased motivation and job

satisfaction, as individuals may feel underutilized or unfulfilled in their roles.

Additionally, the lack of opportunities for skill development and growth can hinder an

employee's long-term career prospects (Cohen, Cavazotte, Da Costa & Ferreira,

2017). Job satisfaction is a significant factor in the employees' overall well-being and

performance. A higher level of job satisfaction is expected if a person plays a role

that is compatible with the educational qualifications and personal interests of the

individual. However, when education and employment mismatches occur, individuals

may feel underused or unfulfilled, which leads to a decrease in job satisfaction.

Consequently, understanding the relationship between education and job imbalances

and job satisfaction is essential to identify factors that affect job satisfaction among

college graduates in the BPO industry and to develop strategies to increase overall

employee satisfaction.

According to a study of Carpenter and Foster (1977) all factors influencing

career decisions can be categorized into three dimensions: intrinsic (personal interest

in a job, job satisfaction), extrinsic (job availability, salary), and interpersonal

(influence from family, friends, and teachers) (Purohit, Jayswal, & Muduli, 2020).
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Nevertheless, scholars have also examined the impact of globalization, socio-

economic background, social support, available resources such as information and

financial assistance (Najar & Yousuf, 2019), living environment, and educational

achievements (Igere, 2017) on the career choice decisions of graduates.

Albeit the factors that affect the employability rate of college graduates such

as the demand of the market labor and the skills required for the applicants (Yang &

Xiufeng, 2019), individual circumstances and personal preferences also influence

college graduates' career choices. Factors such as financial considerations,

geographic location, family commitments, and personal interests may steer

graduates towards jobs unrelated to their college degree (Zhang, Zhang, & Wu,

2022). Graduates may prioritize immediate employment, higher earning potential, or

work-life balance, leading them to accept positions outside their field.

Nonetheless, through understanding the perspectives and challenges faced

by these individuals, policymakers, educators, and employers can gain insights into

the underlying causes of education–job mismatch and identify potential strategies to

bridge the gap between education and employment. This research aims to contribute

to the existing literature on education-job mismatch in the Philippines, shedding light

on the specific experiences of college graduates in the BPO sector and providing

recommendations for addressing this issue.

This study will aims to explore the possibility of individuals attaining elevated

job satisfaction and performance even when faced with a mismatch between their

educational qualifications and their employment role. This investigation will delve into

the relationship between individuals' educational backgrounds and their job

responsibilities, with the goal of comprehending the implications of these disparities

on overall job satisfaction and work performance within the labor force. By

uncovering these insights, the researchers aim to unveil strategies that can enhance

job alignment and foster improved employee well-being across diverse professional

domains.
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Statement of the Problem

The study seeks to understand the correlation between individuals'

educational backgrounds and their job roles and how these discrepancies affect

overall job satisfaction and productivity among college graduates from 2015-2021

employed in business process outsourcing companies in Cavite. The research aims

to identify potential strategies for improving job matching and employee well-being in

diverse occupational settings.

Specifically, it will seek answers to the following questions:

1. What is the demographic profile of the respondents in terms of:

1.1. Sex

1.2. Age

1.3. Educational Attainment

1.4. Job Position

2. What is the level of job satisfaction of the BPO employees who experience

education-job mismatch?

3. What is the level of job productivity of the BPO employees who experience

education-job mismatch?

4. Is there a significant relationship between job satisfaction and demographic

profile in terms of:

4.1. Sex

4.2. Age

4.3. Educational Attainment

4.4. Job Position

5. Is there a significant relationship between job productivity and demographic

profile in terms of:

5.1. Sex

5.2. Age
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5.3. Educational Attainment

5.4. Job Position

6. Is there a significant relationship between job satisfaction and job

productivity?

7. What are the challenges dealt by the participants to work in a different job-

setting from their educational attainment?

8. What strategies do the participants use to cope up with the challenges in

working in a different job-setting from their educational attainment?

9. What is the concluding analysis of the outcomes derived from the two

methodologies employed within the research?

Objectives of the Study

This research aims to investigate whether a high level of job satisfaction and job

performance can be achieved despite experiencing an education-job mismatch. By

analyzing the correlation between individuals' educational backgrounds and their job

roles, the study seeks to understand how such discrepancies impact overall job

satisfaction and productivity levels in the workforce. The findings will shed light on

potential strategies to enhance job matching and employee well-being in diverse

occupational settings and among college graduates from 2015-2021 working in the

business process outsourcing companies in Cavite.

Particularly, this study intends to:

1. To identify the demographic profile of the respondents based on the following

variables:

1.1. Sex;

1.2. Age;

1.3. Educational Attainment; and

1.4. Job Position.

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2. Identify the level of job satisfaction among BPO employees who experience

education-job mismatch.

3. Identify the level of job productivity among BPO employees who experience

education-job mismatch.

4. Determine the relationship between job satisfaction and demographic profile

concerning the following variables:

4.1. Sex;

4.2. Age;

4.3. Educational Attainment; and

4.4. Job Position.

5. Determine the relationship between job productivity and demographic profile

concerning the following variables:

5.1. Sex;

5.2. Age;

5.3. Educational Attainment; and

5.4. Job Position;

6. Determine the relationship between job satisfaction and job productivity

among BPO employees who experience education-job mismatch.

7. Explore the challenges faced by participants working in a job-setting different

from their educational attainment.

8. Discover the strategies used by participants to cope with the challenges of

working in a job-setting different from their educational attainment.

9. Present a concluding analysis of the outcomes derived from the two

methodologies employed within the research.

Significance of the Study

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The research will be conducted foremost to provide information regarding the

education-job mismatch on college graduates in their job satisfaction and work

productivity.

Participants. The study will contribute to a deeper understanding of the

complexities of the education-job mismatch and can empower individuals to take

proactive steps towards enhancing their job satisfaction and productivity.

Nevertheless, emotional effects may include feelings of validation and relief to know

their experiences are recognized. They may assess their current career path,

evaluate their skills and interests, and consider alternative options that align better

with their education and aspirations.

Business Process Outsourcing. The result of the study can serve as a

basis for refining their candidate selection criteria and better align them with the skills

and qualifications that are essential for success in BPO roles. It can assist in

identifying the specific educational backgrounds or alternative qualifications that can

be considered as valuable assets in the hiring process. In this, they can appropriately

designate the employee where they fit best based on their degree.

Educational Institutions. The study can provide insights into skill gaps,

informs curriculum design and professional development, strengthens recruitment

processes, enhances job satisfaction, and aligns educational institutions with national

development goals. By addressing these mismatches, educational institutions can

foster a more efficient and effective education system that meets the needs of both

educators and students.

Guidance and Counseling. This study can provide timely and relevant

information regarding the current status of the education-job mismatch which can

help the guidance counselor create programs that will address the current status of

the mismatch to guide the students in choosing the right course to take in college.

Department Of Labor and Employment. The study can provide valuable

insights into the extent of the problem and its impact on the economy and job market.
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It can also help the DOLE identify potential solutions to address the mismatch, such

as job matching services and skills training programs. In this, they can create a

further study or survey to see the status across the country. Using this information,

they can create different programs including Job Fairs that are more accurate on the

data they gathered to lessen or even solve the mismatch. Ultimately, the research

can enable the DOLE to develop more effective policies and initiatives to ensure that

graduates are able to find a job that matches their educational background and skills.

Government. The result of the study can provide information to the

government about education-job mismatch. Gaining this information to design more

effective job training and retraining programs, ensuring that employees are equipped

with the skills and qualifications necessary for their roles. In terms of policy-making,

the government can incentivize employer investment in employee training, potentially

through tax breaks or subsidies. Furthermore, the government can utilize this data to

foster collaboration between educational institutions and industries, encouraging the

development of curricula that better meet the demands of the job market which in

turn promotes economic growth and stability. Additionally, data on educational

mismatch can inform laws protecting workers from discrimination based on education

and promoting equal career advancement.

Industrial Psychology. The research findings could inform industrial

psychologists about the specific skill gaps and competencies required in the different

job industry, aiding in the development of targeted selection and assessment tools to

improve job-person fit to better address the education-job misalignment.

Future Researchers. The study will provide several benefits to the future

researchers. It will provide a foundation for understanding the nature and extent of

the mismatch, offering valuable insights into the factors contributing to this

phenomenon. Furthermore, the research findings can serve as a reference point for

future studies, delving deeper into specific aspects of the education job mismatch.

The study could prompt future researchers to explore the effects of job mismatch on
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employee motivation, engagement, and career development, paving the way for

interventions and strategies to mitigate the negative consequences. Exploring

potential solutions and interventions to address the issue, fostering innovation and

generating practical recommendations for policymakers and educational institutions.

Time and Place of the Study

This research will be conducted from September to January of 2024. All of the

participants of this study will come from different Business Process Outsourcing

companies around Cavite, Philippines.

Cavite has a diverse range of industry sectors, contributing to its overall

economic strength. Manufacturing, electronics, IT services, tours in, retail and BPO

are among the sectors that have flourished in the city. Last November 2021, Cavite

was recognized as the most business-friendly local government unit (LGU).

According to the Labor Force Survey from Philippine Statistics Authority (2022),

Cavite grew by 12.2% in 2021, recovering from a decline of 15.4% the previous year.

In 2021, the province's gross domestic product (GDP) was 669.5 billion from 596.6

billion in 2020. Consisting of twenty-four (24) BPO companies, Cavite is a rising BPO

city in the Philippines.

The presence of various industries provides opportunities for the city to

strengthen its economic level by attracting more business to be located in Cavite.

With its strategic location, proximity to Metro Manila, it provides businesses with easy

access to markets, suppliers and transportation infrastructure. Its location along

major transportation routes such as highways including the Cavite-Manila

expressway (CAVITEX), facilitates the movement of goods and services, making it

an attractive location for the business.

Scope and Limitations of the Study

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This study will solely focus on the lived experiences of the Business Process

Outsourcing employees who are currently working onsite and a full-time employee.

The participants should be working in the BPO industry for two (2) years where their

chosen degree is not currently aligned to their career.

The results and inferences of the study will be discussed based on the

sample size, the research instruments, and the research design to be used.

Sequential Explanatory is used as the research design in this study to facilitate the

correlation of quantitative and qualitative findings. To gather data and aid in

analyzing the phenomena, the researcher will use a semi-structured interview

consisting of a twelve item question, Job Satisfaction Survey (JSS), and Individual

Work Performance Questionnaire (IWPQ).

The study will use a non-probability sampling: purposive and snowball

sampling technique. A type of sampling technique that does not involve random

selection and its focus is selecting participants based on the needs of the study. The

participants will be purposely chosen based on the criteria made by the researchers

to meet the qualification of the study. The 200 participants must be a college

graduate from the year 2015-2021 who is currently working in a BPO company in the

province of Cavite. This number of participants is enough to understand common

perceptions and experiences among groups of relatively homogenous individuals.

Moreover, this study will utilize multiple regression analysis for the gathered

data from Job Satisfaction Survey (JSS). It is designed to model the linear

relationship between the dependent variable (response variable) and multiple

independent variables (predictor variables). The primary objective is to use the

known values of the independent variables to predict or estimate the value of the

dependent variable. Utilizing SPSS for Multiple Regression Analysis as it is a widely

used statistical software package that provides researchers with a user-friendly

interface for managing, analyzing, and visualizing large and complex data sets. With

its extensive capabilities, SPSS is an indispensable tool for researchers and M&E
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professionals. When conducting multiple regression analysis, SPSS offers a

seamless and organized way to handle data, enabling users to perform advanced

statistical techniques efficiently. Furthermore, analyzing the IWPQ data, researchers

can calculate Pearson correlations between the IWPQ scales and variables of

interest. This analysis helps in understanding whether the IWPQ scales are related to

other aspects of job performance, organizational factors, or demographic

characteristics. The descriptive statistics, such as the mean, standard deviation,

skewness, and kurtosis, provide valuable information about the central tendency,

variability, and shape of the data distribution. These metrics offer insights into the

general characteristics of the dataset and help researchers understand the spread

and symmetry of the responses to IWPQ items and scales. Additionally, researchers

evaluate the reliability of the IWPQ scales using Cronbach's alpha, a measure of

internal consistency. High Cronbach's alpha values indicate that the items within

each scale are closely related, suggesting a reliable and consistent measurement of

the underlying construct. The core purpose of employing the Pearson correlation

coefficient in IWPQ data analysis is to assess the association between the IWPQ

scales and other variables. Pearson correlation measures the linear relationship

between two continuous variables, providing a value between -1 and 1. A correlation

coefficient of 1 signifies a perfect positive linear relationship, -1 represents a perfect

negative linear relationship, and 0 indicates no linear relationship between the

variables. Moreover, this study will utilize thematic analysis, a qualitative research

methodology that systematically examines text data to identify and analyze patterns,

themes, and meanings. The research process involves familiarizing oneself with the

data, coding the data by generating meaningful units, searching for themes,

reviewing and refining themes, and interpreting and reporting the findings. Through

these steps, the study aims to gain a comprehensive understanding of the impact of

education-job mismatch on job satisfaction and work experiences. Through these

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steps, the study aims to gain a comprehensive understanding of the impact of

education-job mismatch on job satisfaction and work experiences.

This study will not cover problems that are not necessarily connected to the

participants’ lived experiences as BPO employees. Another limitation that can be

observed in this study is that the researchers do not specify a certain years of age of

the participants when they graduate and their current age since the focus of the study

is to explore the lived experience and the challenges felt by BPO workers affecting

their job satisfaction and work productivity.

The study uses a sequential explanatory research design. The results and

findings of this study will solely rely on the data gathered from the interview process

and survey taken by the college graduates. Lastly, the research study cannot be

generalized to actual job satisfaction and work productivity of the entire Filipino

employees in the BPO industry. Despite the lack of generalizability to actual

education-job mismatch, the current focus of this study is its effect on college

graduates’ sense of satisfaction and productivity on their current job.

Definition of Terms

The following terms were defined conceptually and/or operationally for a clear

understanding of this study. Conceptual and operational definitions are crucial in

research to ensure clarity and avoid confusion.

BPO. Business Process Outsourcing: an industry that contracts with other

companies to perform some of their front and back-office functions. (NICE, 2023)

College Graduates. Refers to individuals who have successfully completed a

higher education program at a college or university and have obtained a degree or

diploma. In the context of this research, it specifically pertains to individuals who

graduated between the years 2015 and 2019.

Educational attainment. Refers to the highest level of education that an

individual has completed. This is distinct from the level of schooling that an individual
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is attending (US Census Bureau, 2021a). ). In the context of this research,

educational attainment will be used as an indicator of what type of

program/curriculum attained by the participants.

Education-Job Mismatch. A term coined by Mangafic, J., Turulja, L., &

Veselinovic, L., (2020) refers to a situation where an employed individual’s level of

education is different from the level of education appropriate for the job. It indicates a

discrepancy between what graduates have learned during their education and what

is needed for effective job performance in BPO.

Horizontal Mismatch. Refers to the mismatch between the employee's level

of qualifications is the appropriate level for the job, but the type of qualification is not

suitable (Win, 2019).

Job Performance. Refers to the educational level or field of activity and

qualifications and skills of the workforce.

Job Satisfaction. Refers to an individual's subjective evaluation of their

overall contentment and fulfillment with their job. It encompasses factors like the work

environment, job security, salary, recognition, growth opportunities, and overall job-

related experiences. Job satisfaction reflects the extent to which individuals perceive

their work as fulfilling and satisfying.

Lived experience. Refers to unearthing of phenomena from the perspective

of how people interpret and attribute meaning to their existence. It is a recollected

approach, where an experience is shared and reflected upon after it has passed

(Talking HealthTech, 2022).

Mismatch. Refers to a discrepancy or incongruity between expected or

intended elements, leading to imbalance, inefficiency, or discord. It occurs in various

contexts, such as expectations versus outcomes, skills versus job requirements, and

values versus actions. Mismatch highlights the disparity between elements and

explains the negative consequences of lacking alignment or coherence (“Mismatch,”

2023).
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Overeducation. Refers to workers who have more education than that

required by their job (Over-education Definition | Law Insider, 2018).

Vertical Mismatch. Refers to the mismatch between the level of education

and the job —level of employee's qualifications are not the required qualification of

the job (Win, 2019).

Conceptual Framework

The study will focus on the prevalent happening of education-job mismatch

experienced by college graduates, mostly frequent in the BPO industry. The

malalignment of skills and educational attainment affecting the job satisfaction and

the work productivity of individuals graduated in the year 2015-2021.

Figure 1. Research Paradigm of the study.

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In the dynamic landscape of the Business Process Outsourcing (BPO)

industry, understanding the phenomenon of educational mismatch among employees

is paramount. This conceptual framework depicts the structure and key which aims

comprehensively examining the impact of educational mismatch on BPO employees'

job satisfaction and productivity. The study seeks to shed light on the intricate

relationship between demographic profiles, job satisfaction, productivity, and

strategies for coping with the challenges posed by educational disparities. The initial

segment of this research framework delves into the quantitative demographic profile

of BPO employees, such as sex, age, educational attainment, and job position.

Analyzing these demographic characteristics is crucial to gain insight into the

composition of BPO employees participating in the study and also to identify the type

of mismatch do respondents are experiencing. Moreover, job satisfaction is

examined where we explore the factors contributing to employee contentment within

the BPO context. While job productivity, identifying variables influencing employee

performance and output which is essential to uncover the potential correlation

between educational mismatch and job satisfaction and job productivity.

On the other hand, the qualitative dimension focuses on the challenges faced

by BPO employees working in roles that do not align with their educational

backgrounds. Additionally, this section explores the strategies employed by these

employees to cope with the challenges posed by educational disparities. Qualitative

insights add depth to the understanding of the educational mismatch phenomenon.

Furthermore, drawing conclusions based on the findings from the comparative

analysis. This is where the significance of educational mismatch in the BPO industry

is illuminated, and its implications for both employees and employers are discussed.

The interpretations will provide valuable insights into the real-world implications of

educational mismatch. Through comparing and correlating job satisfaction and

productivity among BPO employees with and without educational mismatch. The
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objective is to discern patterns, relationships, and potential correlations between

these variables which will enable us to draw meaningful insights from the data.

In conclusion, this conceptual framework provides a structured approach to

investigate the educational mismatch among BPO employees. By examining

demographic profiles, job satisfaction, productivity, and qualitative aspects, we aim to

unravel the multifaceted dynamics at play. The research findings will not only

contribute to the academic discourse but also offer practical insights for BPO industry

stakeholders.

Theoretical Framework

The theoretical framework for this research is based on the concept of

education-job mismatch, job satisfaction, and work productivity. The framework

integrates theories that explain the relationship between educational disparities, job

satisfaction, and work productivity among college graduates working in the BPO

industry.

Matching Theory of Educational Mismatch. The matching theory of

educational mismatch, proposed by Ordine and Rose (2017), focuses on the

alignment between individuals' educational attainment and the requirements of their

jobs. It examines the consequences of educational mismatch on labor market

outcomes, job satisfaction, and productivity. It considers the possibility of mismatch

arising from either overeducation or undereducation at the aggregate level.

According to the matching theory, individuals seek to match their educational

qualifications with job requirements in order to maximize their productivity and job

satisfaction. When there is a match between the skills acquired through education

and the skills demanded by the job, individuals are more likely to experience higher

job satisfaction and exhibit greater productivity. However, educational mismatch

occurs when individuals find themselves in jobs that either underutilize or overutilize

their educational qualifications. Underutilization happens when individuals have more

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education than is required for their job, while overutilization occurs when individuals

have less education than what is necessary for their job. The consequences of

educational mismatch can be detrimental. In cases of underutilization, individuals

may feel frustrated and unchallenged in their jobs, leading to lower job satisfaction

and reduced motivation. Overutilization, on the other hand, can result in job

dissatisfaction due to the mismatch between the skills individuals possess and the

demands of their jobs, leading to reduced productivity and performance. To address

educational mismatch, policymakers and educational institutions need to focus on

improving the alignment between educational programs and the skills demanded by

the labor market. This can involve curriculum revisions, internships, and cooperative

education programs that provide practical experiences and enhance the

transferability of skills acquired through education.

Theory of Endogenous Growth in Degree Attainment. According to the

theory of endogenous growth in degree attainment by Ghaffarzadegan, Xue, &

Larson (2017) which focuses on the mechanisms that lead to an abundant educated

workforce, demand for higher education, and a mismatch between job market

requirements and workforce degree attainment. It emphasizes the role of feedback

loops and the self-driving growth engines in over-incentivizing degree attainment.

The theory predicts degree inflation, underemployment, and job market mismatch as

consequences. This theory explores the internal, self-generating growth of

Education-Job Mismatch and introduces a conceptual pipeline that illustrates the

intricate connection between education and the workforce. According to this theory,

there has been a significant surge in the number of educated individuals, driven by

relatively short-term changes in the job market. The implications of this phenomenon

encompass degree inflation, heightened pressures on individuals with lower-level

degrees, instances of underemployment, and a mismatch between job seekers and

available positions, leading to inefficiencies in the job market.

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The theory posits that the job market cannot absorb the rapid influx of highly

educated individuals, resulting in adverse consequences experienced by those

unable to secure suitable employment opportunities. Importantly, this issue remains

prevalent today, and effective solutions have yet to be identified. Consequently,

researchers can now explore this theory as a potential contributing factor to

educational mismatch, offering insights into possible remedies if the problem's origins

are linked to this theory.