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Alan M. Saks - One of the best experts on this subject based on the ideXlab platform.
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Development and test of an integrative model of Job Search behaviour
European Journal of Work and Organizational Psychology, 2014Co-Authors: Greet Van Hoye, Alan M. Saks, Filip Lievens, Bert WeijtersAbstract:ReSearch on Job Search and the theory of planned behaviour (TPB) has identified Job Search attitude, subjective norm, and Job Search self-efficacy as the most proximal determinants of Job seekers’ Search intentions and subsequently Job Search behaviours. However, we do not yet know how more distal individual differences (e.g., personality) and situational factors (e.g., social context) might help to predict these key TPB determinants of Job Search behaviour. In an integrative model of Job Search behaviour, we propose specific relationships between these distal variables and the TPB determinants, which in turn are expected to mediate the effects of individual differences and situational factors on Job Search behaviour. The hypothesized model is tested in a large representative sample of 1,177 unemployed Flemish Job seekers using a two-wave design and provides a satisfactory fit to the data. Extraversion, conscientiousness, core self-evaluations, employment commitment, financial need, and social support are...
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Job Search and the School-to-Work Transition
Oxford Handbooks Online, 2014Co-Authors: Alan M. SaksAbstract:The school-to-work transition (STWT) is a major life event for those who must leave behind their lives as full-time students and begin new lives as a full-time employees. Although much has been written about the STWT, the role and importance of Job Search has often been neglected. At the same time, reSearch on Job Search has tended to treat the Job-Search process as an independent and isolated activity. In this chapter, I describe an integrated model of Job Search within the context of the STWT. It shows that Job Search is preceded by a career-planning and development stage and followed by a work-adjustment stage. A successful STWT requires students to engage in a number of behaviors at each stage which should result in numerous outcomes that are necessary for a successful transition to the next stage. The model shows that Job Search is a critical part of the STWT that connects the career-planning and development stage to the work-adjustment stage. The chapter concludes with a discussion of the implications of the model for Job Search and STWT reSearch and practice.
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Job Search and Social Cognitive Theory: The Role of Career-Relevant Activities.
Journal of Vocational Behavior, 2009Co-Authors: Jelena Zikic, Alan M. SaksAbstract:Abstract Social cognitive theory was used to explain the relationships between career-relevant activities (environmental and self career exploration, career resources, and training), self-regulatory variables (Job Search self-efficacy and Job Search clarity), variables from the Theory of Planned Behavior (Job Search attitude, subjective norm, Job Search intention), and Job Search intensity. Based on a sample of employed and unemployed Job seekers, we found that Job seekers who spent more time in career exploration, attended more training programs, and used more career resources reported higher Job Search clarity and Job Search self-efficacy. Job Search self-efficacy, Job Search attitude, and subjective norm predicted Job Search intention, and Job Search clarity and Job Search intention predicted Job Search intensity eight months later. The results of this study provide practical information on what Job seekers can do to improve their Job Search clarity and Job Search self-efficacy and demonstrate the application of social cognitive theory for understanding and predicting Job Search behavior.
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Trait Affect and Job Search Outcomes
Journal of Vocational Behavior, 2006Co-Authors: Stéphane Côté, Alan M. Saks, Jelena ZikicAbstract:The present study examines the role of trait affect in Job Search. One hundred and twenty-three university students completed measures of positive and negative affectivity, conscientiousness, Job Search self-efficacy, Job Search clarity, and Job Search intensity during their last year of school while on the Job market. At the end of the school year, participants completed the measure of Job Search intensity again, and indicated the number of interviews and offers they had received and whether they had accepted a full-time Job. As hypothesized, positive affectivity predicted Job Search clarity over and above conscientiousness and Job Search self-efficacy. Job Search clarity mediated relationships between positive affectivity and Job Search intensity and between Job Search self-efficacy and Job Search intensity. Negative affectivity, however, did not predict Job Search clarity. Job Search clarity predicted Job Search intensity, which led to interviews, offers, and employment. The results suggest that Job seekers high in positive affectivity find a Job because they achieve Job Search clarity and, in turn, look for a Job intensely.
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Multiple predictors and criteria of Job Search success
Journal of Vocational Behavior, 2006Co-Authors: Alan M. SaksAbstract:Abstract The purpose of this study was to examine the combined and differential effects of five Job Search behaviors (informal sources, formal sources, preparatory Search intensity, active Search intensity, Job Search effort) on five criteria of Job Search success (Job interviews, Job offers, employment status, person-Job fit, and person-organization fit) as well as the direct and moderating effects of Job Search self-efficacy. Data based on a sample of 225 recent university graduates found that active Job Search intensity was positively related to Job interviews and offers, and informal Job sources was negatively related to Job offers and employment status. The results also support an unfolding process of Job Search success in which active Job Search intensity predicts Job interviews; Job interviews predict Job offers; and Job offers predict employment status. In addition, Job Search self-efficacy was a significant predictor of interviews, offers, employment status, and PJ fit perceptions, and moderated the relationship between Job offers and employment status. The relationship between Job offers and employment was stronger for Job seekers with low Job Search self-efficacy. The implications of these results for Job Search reSearch and practice are discussed.
Jelena Zikic - One of the best experts on this subject based on the ideXlab platform.
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International Job Search
Oxford Handbooks Online, 2014Co-Authors: Jelena Zikic, Derin Kent, Julia RichardsonAbstract:As globalization and integration of national economies continues unabated, an increasing number of people are looking for work outside oftheir home countries. Moreover, rather than waiting to be sent overseas by an employer, as might be the case for corporate expatriate assignees, a growing number of people are independently engaging in international Job Search. In this chapter, we review the literature on these international Job seekers, focusing specifically on immigrants and self-initiated expatriates. First, we consider the diverse motives and contextual factors that drive this international Job Search; second, we look at the personal and cultural factors serving as antecedents for specific Job-Search behaviors. We then consider how Job-Search behaviors—in combination with personal factors and host country contexts—influence international Job-Search outcomes. Throughout this discussion we identify similarities and differences between immigrants and self-initiated expatriates while acknowledging that the boundaries between different groups of international Job seekers are blurred. We conclude the chapter with a discussion of areas for future reSearch.
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Job Search and Social Cognitive Theory: The Role of Career-Relevant Activities.
Journal of Vocational Behavior, 2009Co-Authors: Jelena Zikic, Alan M. SaksAbstract:Abstract Social cognitive theory was used to explain the relationships between career-relevant activities (environmental and self career exploration, career resources, and training), self-regulatory variables (Job Search self-efficacy and Job Search clarity), variables from the Theory of Planned Behavior (Job Search attitude, subjective norm, Job Search intention), and Job Search intensity. Based on a sample of employed and unemployed Job seekers, we found that Job seekers who spent more time in career exploration, attended more training programs, and used more career resources reported higher Job Search clarity and Job Search self-efficacy. Job Search self-efficacy, Job Search attitude, and subjective norm predicted Job Search intention, and Job Search clarity and Job Search intention predicted Job Search intensity eight months later. The results of this study provide practical information on what Job seekers can do to improve their Job Search clarity and Job Search self-efficacy and demonstrate the application of social cognitive theory for understanding and predicting Job Search behavior.
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Trait Affect and Job Search Outcomes
Journal of Vocational Behavior, 2006Co-Authors: Stéphane Côté, Alan M. Saks, Jelena ZikicAbstract:The present study examines the role of trait affect in Job Search. One hundred and twenty-three university students completed measures of positive and negative affectivity, conscientiousness, Job Search self-efficacy, Job Search clarity, and Job Search intensity during their last year of school while on the Job market. At the end of the school year, participants completed the measure of Job Search intensity again, and indicated the number of interviews and offers they had received and whether they had accepted a full-time Job. As hypothesized, positive affectivity predicted Job Search clarity over and above conscientiousness and Job Search self-efficacy. Job Search clarity mediated relationships between positive affectivity and Job Search intensity and between Job Search self-efficacy and Job Search intensity. Negative affectivity, however, did not predict Job Search clarity. Job Search clarity predicted Job Search intensity, which led to interviews, offers, and employment. The results suggest that Job seekers high in positive affectivity find a Job because they achieve Job Search clarity and, in turn, look for a Job intensely.
Andreas I Mueller - One of the best experts on this subject based on the ideXlab platform.
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Job Search and unemployment insurance new evidence from time use data
Journal of Public Economics, 2010Co-Authors: Alan B Krueger, Andreas I MuellerAbstract:This paper provides new evidence on Job Search intensity of the unemployed in the U.S., modeling Job Search intensity as time allocated to Job Search activities. The main findings are: 1) the average unemployed worker in the U.S. devotes about 41 minutes to Job Search on weekdays, which is substantially more than his or her European counterpart; 2) workers who expect to be recalled by their previous employer Search substantially less than the average unemployed worker; 3) across the 50 states and D.C., Job Search is inversely related to the generosity of unemployment benefits, with an elasticity between -1.6 and -2.2; 4) the predicted wage is a strong predictor of time devoted to Job Search, with an elasticity in excess of 2.5; 5) Job Search intensity for those eligible for Unemployment Insurance (UI) increases prior to benefit exhaustion; 6) time devoted to Job Search is fairly constant regardless of unemployment duration for those who are ineligible for UI. A nonparametric Monte Carlo technique suggests that the relationship between Job Search effort and the duration of unemployment for a cross-section of Job seekers is only slightly biased by length-based sampling.
Daniel B Turban - One of the best experts on this subject based on the ideXlab platform.
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insight into Job Search self regulation effects of employment self efficacy and perceived progress on Job Search intensity
Journal of Vocational Behavior, 2018Co-Authors: Serge P Da Motta Veiga, Daniel B TurbanAbstract:Abstract This study builds on a self-regulation framework to examine the influence of employment self-efficacy and perceived progress on Job Search intensity. Results from a repeated-measures study with new labor market entrants indicated that Job seekers with higher between-person chronic employment self-efficacy put more intensity in their Job Search compared to those with lower chronic employment self-efficacy. Notably, however, within-person analyses indicated that as employment self-efficacy increased, Job Search intensity subsequently decreased. These results provide support for social cognitive theory for between-person employment self-efficacy, and for control theory for within-person employment self-efficacy. Furthermore, increased perceived progress was positively related to subsequent Job Search intensity. The positive relationship of perceived progress with subsequent Job Search intensity was moderated by chronic employment self-efficacy, such that the relationship was positive only for Job seekers with lower chronic employment self-efficacy.
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Be Happy, don't Wait: The Role of Trait Affect in Job Search
Personnel Psychology, 2013Co-Authors: Daniel B Turban, Serge P Da Motta Veiga, Felissa K. Lee, Dana L. HaggardAbstract:In this study we developed and tested a self-regulatory model of trait affect in Job Search. Specifically, we theorized that trait positive and negative affect would influence both motivation control and procrastination, and these mediating variables would, in turn, influence Job Search outcomes through Job Search intensity. Using longitudinal data from 245 graduating students who were Searching for a full-time position, we found that positive, but not negative, affect influenced the self-regulatory variables of motivation control and procrastination, which in turn influenced the Job Search outcomes. Procrastination had direct effects on the number of first interviews, controlling for Job Search intensity, and on the number of second interviews, controlling for first interviews, suggesting the importance of timeliness of Job Search activities. We discuss the implications of such results for understanding the role of affect and self-regulation in the Job Search process and for measuring the quality as well as quantity (i.e., intensity) of Job Search tactics.
Dana L. Haggard - One of the best experts on this subject based on the ideXlab platform.
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Should we talk? Co-rumination and conversation avoidance in Job Search
Career Development International, 2017Co-Authors: Dana L. Haggard, Serge P Da Motta Veiga, Melody Waller LaprezeAbstract:Purpose The purpose of this paper is to adopt an approach/avoidance coping framework to examine the relationships of Job Search co-rumination (i.e. engaging in repeated and excessive conversations with a friend about Job Search problems) and Job Search talk avoidance (i.e. persistently seeking to escape conversations about the Job Search) on Job Search intensity and Job Search procrastination. Design/methodology/approach The authors surveyed 196 new labor market entrants (i.e. graduating students) at two points in time during their last semester in college. Findings The authors found that Job Search co-rumination is positively related to Job Search intensity, while Job Search talk avoidance is positively related to Job Search procrastination. Interestingly, though, the expected negative relationships between Job Search co-rumination and Job Search procrastination and between Job Search talk avoidance and Job Search intensity were not significant. Practical implications This study has implications for both Job seekers and career counselors. For Job seekers, understanding how their communication patterns influence their behaviors (and ultimately their success) can help them to see the benefits of a balanced approach to sharing about their Job Search. Furthermore, career centers could organize either Job Search mentoring or peer group programs to help Job seekers navigate the intricacies of the Job Search process. Originality/value This study contributes to understanding whether and how talking (or not) with others (i.e. friends and relatives) about one’s Job Search influences one’s Job Search behaviors, such as intensity and procrastination.
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Be Happy, don't Wait: The Role of Trait Affect in Job Search
Personnel Psychology, 2013Co-Authors: Daniel B Turban, Serge P Da Motta Veiga, Felissa K. Lee, Dana L. HaggardAbstract:In this study we developed and tested a self-regulatory model of trait affect in Job Search. Specifically, we theorized that trait positive and negative affect would influence both motivation control and procrastination, and these mediating variables would, in turn, influence Job Search outcomes through Job Search intensity. Using longitudinal data from 245 graduating students who were Searching for a full-time position, we found that positive, but not negative, affect influenced the self-regulatory variables of motivation control and procrastination, which in turn influenced the Job Search outcomes. Procrastination had direct effects on the number of first interviews, controlling for Job Search intensity, and on the number of second interviews, controlling for first interviews, suggesting the importance of timeliness of Job Search activities. We discuss the implications of such results for understanding the role of affect and self-regulation in the Job Search process and for measuring the quality as well as quantity (i.e., intensity) of Job Search tactics.
