Job Search Attitudes Research Articles

미취업 청년층의 진로탄력성이 진로결정자기효능감과 구직태도 및 구직행동에 미치는 영향

The purpose of this study was to empirically analyze the effects of career resilience on career decision self-efficacy, job search attitude and behaviors for the unemployed youth job seekers to external enviornment change(COVID-19). This empirical analysis was conducted by the online survey targeting 295 young people living in the metropolitan area. The results of this study are as follows. First, the career resilience of the youth was found to have a positive effect on career decision self-efficacy and active job search behavior. Second, the career decision self-efficacy of the youth had a significant effect on active job search behavior with job search attitude as a parameter. Third, the job search attitudes of the unemployed youth had a significant effect on active job search behavior. But, it was not confirmed the relationship between the effect of career resilience on job search attitudes and the self-efficacy of career decision on active job search behavior. Through this study, it was confirmed that career resilience is a key item necessary for career and job preparation in response to unexpected internal and external environmental changes in the labor market such as COVID-19. Therefore, it is necessary to actively seek ways to improve job search attitudes and promote active job search behaviors through development and support of programs that can enhance career decision self-efficacy based on career resilience.

Self-regulation and Autonomy in the Job Search: Key Factors to Support Job Search Among Swiss Job Seekers

AbstractTechnology integration in the workplace context has led to substantial growth in high- versus low-skilled jobs, and thus, further disparities between workers and those who were already unemployed. Technology use is also being used more frequently in the job search process, which could further lead to disparities, especially for job seekers experiencing marginalization. Thus, we conducted a controlled longitudinal field deployment of two employment-based tools—RevueCV and InterviewApp—among 46 Switzerland-based unemployed job seekers. Using the theory of planned behavior (TPB), we sought to understand how the tools affected job search self-efficacy, subjective norms and job search attitudes—the three factors that influence a job seekers’ job search intention. Although participants appreciated the support the two tools provided, and the inherent study benefits, our interview and survey results showed no substantial changes in their TPB values, primarily because the tools provided overlapping services with the local job placement offices. However, results of our interviews found autonomy, or the lack thereof, to be a key factor contributing to job seeker dissatisfaction. We introduce the concept of self-regulation to the TPB as an explanatory construct and contribute design and theoretical implications to support autonomy among job seekers with less control of their job search.

Psychological Determinants of Job Search Intention Among Fresh Graduates for the Supply of Labour Force in the Digital Era

This study aims at exploring the psychological determinants that influence job search intention among fresh graduates. Digital innovations have changed the employment landscape that allows people to have flexible job opportunities. Building from the theory of planned behaviour, job search attitude, subjective norms, self-efficacy and perceived behaviour control were predicted to have positive effect on job search intention. A survey was conducted and the results of the regression test show job search attitude, subjective norms and self-efficacy as determinants to job search intention, but the relationship between perceived behavioural control and job search intention was found to be negative. In fact, the strongest linkage is between self-efficacy and job search intention. The findings should alert employers, academic institutions and policy makers of the recent trend in employment, as the fresh graduates are one of the most valued supply of labour force. The study also highlights how digital era and the cyber community have shaped the younger generations perception of work engagement as the transition towards social mobility.

The social stigma of unemployment: consequences of stigma consciousness on job search attitudes, behaviour and success

Studies show that the unemployed face serious disadvantages in the labour market and that the social stigma of unemployment is one explanation. In this paper, we focus on the unemployed’s expectations of being stigmatized (stigma consciousness) and the consequences of such negative expectations on job search attitudes and behaviour. Using data from the panel study “Labour Market and Social Security” (PASS), we find that the unemployed with high stigma consciousness suffer from reduced well-being and health. Regarding job search, the stigmatized unemployed are more likely to expect that their chances of re-employment are low, but in contrast, they are more likely to place a high value on becoming re-employed. Instead of becoming discouraged and passive, we find that stigmatized unemployed individuals increase their job search effort compared to other unemployed individuals. However, despite their higher job search effort, the stigma-conscious unemployed do not have better re-employment chances.

Attachment Avoidance and Attachment Anxiety as Individual Characteristics Affecting Job Search Behavior

In this study, the relationship was investigated between attachment avoidance and attachment anxiety on the one hand, and job search intention, job search self-efficacy, job search self-esteem, and job search attitude on the other hand. Our sample consisted of 180 employees from an international industrial organization in the Netherlands. Results showed that attachment avoidance had a larger impact on the job search process than attachment anxiety. More avoidantly attached people had lower job search intentions, lower job search self-efficacy, and more negative job search attitudes. Attachment avoidance had an effect on job search intentions through job search self-efficacy and job search attitude but not through job search self-esteem. Attachment anxiety had no effect on job search intention through job search self-efficacy, job search self-esteem, and job search attitude. Attachment style is discussed as individual characteristic that impacts the job search process.

Job Seekers with Musculoskeletal or Sensory Disabilities: Barriers and Facilitators of Job Search

AbstractDrawing on interviews with job seekers and expert informants, we outline a model of the job search experience of people with disabilities. This model specifies the sequence of events involved in the pursuit of paid work and the contextual features that inhibit or facilitate job search attitudes, behaviours, intermediate search outcomes and employment outcomes. By contrasting the experiences of job seekers with musculoskeletal and sensory disabilities, and outlining the influence of major stakeholders in the form of employment agencies and family members, our model provides the basis for a more nuanced understanding of the job search process. Finally, we recommend points of intervention that are grounded in data for improving job search outcomes for people with disabilities in general, and for job seekers with musculoskeletal or sensory disabilities specifically.

Employability and job search behavior

PurposeGraduate employability is a key concern for many observers particularly at a time when education is increasingly available for the masses. The purpose of this paper is to examine the impact of graduate perceived employability on job search by integrating theory of planned behavior and to identify how job search self-efficacy, subjective norms, intention and intensity change over time.Design/methodology/approachData were collected from a six-wave survey study with a sample of Chinese university graduating students.FindingsResults show that perceived employability has a positive and significant effect on job search self-efficacy, attitude, intention and intensity; and that all the repeated measuring variables (except job search attitude) decreased over time.Practical implicationsThe study is useful for educators, employers and prospective students. It prompts discussion of reforms in the curriculum to increase graduate awareness of the complexity of the job search process and existing opportunities. The study could also help to explain how job search behavior changes over time.Originality/valueThe findings carry implications for both higher education research and the measures of improving graduate employability. The study fills the gap in the literature by integrating employability and the theory of planned behavior into one framework in order to analyze the process of Chinese university graduates’ job search behavior.

"Rejection Sensitivity in Job Seekers: Coping, Job Search Attitudes and Self-Reported Behavior"

Rejection sensitivity (RS) is a learned disposition that causes individuals to anxiously expect and overreact to real or perceived rejections in dysfunctional ways that may actually increase their chances for rejections. This study is the first to apply this construct to unemployed individuals looking for jobs. Using RS theory and the theory of planned behavior, a study was conducted in two waves investigating how RS affects the job search and how coping strategies could improve outcomes for highly RS job seekers. Although findings did not consistently support predictions, they provided some evidence that RS increases in proportion to the length of time one is exposed to real or potential rejections, that RS affects attitudes about the job search, that highly RS job seekers cope differently than those lower in RS, and that some coping strategies make a difference in some job search attitudes and behaviors.

Job Search Behaviour among Unemployed People: An Empirical Investigation in Saudi Arabia

Theory of planed behavior (TPB) has proceeded to identify three key variables as determinants of job search intention. These variables are job search attitude, subjective norms, and job search self-efficacy. In this study model, the researcher proposed specific direct and indirect relationships between these three variables and another variable naming “job search clarity” and the job search intention, which in turn has been processed as a moderator variable that mediate the effects of these four variables on job search behavior. To test the hypothesized model of this present study, a sample of 531 unemployed Saudi individuals who are searching for jobs was selected. 2-wave longitudinal methodology was used in order to separate the selected four variables from the job search behavior constructs (effort and intensity). The data from this sample showed a satisfactory fit.

Psychosocial Factors Predicting Job Search Behaviour of Long-Term Welfare Recipients in the Netherlands

In spite of active labour market policies, a considerable number of welfare recipients in the Netherlands are long-term unemployed. In order to investigate the job search behaviour of this group, we developed a model of job search behaviour, inspired by the theory of planned behaviour, expectancy value theory and self-determination theory Survey data relating to 193 individuals receiving welfare benefits for at least one year were collected. A model, consisting of six social-demographic and eight social and psychosocial variables, was tested with hierarchical multiple regression. Seven factors were found to be positively related to job search behaviour: being a non-Western immigrant, having recently started receiving welfare benefits, receiving encouragement in searching for work from an intimate social network, having a job search requirement imposed, having an expectation of finding a job, individual work valence and job search attitudes. Of these, duration of welfare assistance, the encouragement of an intimate social network, work valence and job search attitude appeared to be mediating factors. The article concludes that activation policy might benefit from a combination of improving job searching attitudes, for instance by discussing ideas about the valence of employment and expectations of success or by considering potential barriers to finding employment within social networks, and introducing a clear requirement to search for jobs, in particular for native Dutch, single mothers and people who have been in receipt of benefits for a long period of time. Such policies have been absent in the Netherlands for a long time, priority being given to those with better chances in the labour market.

Development and test of an integrative model of job search behaviour

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 found to differentially relate to instrumental job search attitude, affective job search attitude, subjective norm, and job search self-efficacy. In addition, all distal variables are indirectly related to job search behaviour through their effects on the TPB variables. These results support our expanded and integrative model of job search behaviour.

Influence of Health on Job-Search Behavior and Re-employment: The Role of Job-Search Cognitions and Coping Resources

To investigate the influence of poor health on job-search behavior and re-employment, and the mediating role of job-search cognitions and coping resources. A prospective study was conducted among unemployed persons receiving social security benefits in the Netherlands (n = 510). Self-rated health, self-esteem, mastery, job-search cognitions, and the intention to search for a job were measured at baseline. Logistic regression analysis was used to investigate determinants of job-search behavior during a follow-up period of 6 months. Cox proportional hazards analysis was used to investigate the influence of health, job-search cognitions and coping resources on re-employment during a mean follow-up period of 23 months. Persons with poor health were less likely to search for paid employment (OR 0.58, 95 % CI 0.39-0.85) and were also less likely to find paid employment (HR 0.58, 95 % CI 0.39-0.89). Persons with a positive attitude toward job-search, high perceived social pressure to look for a job, high job-search self-efficacy and high job-search intention were more likely to search actively and also to actually find paid employment. Adjustment for job-search cognitions and coping reduced the influence of health on active search behavior by 50 % and on re-employment by 33 %. Health-related differences in job-search behavior and re-employment can be partly explained by differences in coping, job-search attitude, self-efficacy, and subjective norms towards job-search behavior. Measures to reduce the negative impact of poor health on re-employment should address the interplay of health with job-search cognitions and coping resources.

구조방정식을 이용한 대학졸업예정자들의 구직의도 영향요인 및 인과구조 분석

본 연구는 대학졸업예정자들의 구직의도에 영향을 미치는 선행요인들을 밝히고, 요인들간의 구조적인 관계를 분석하는데 그 목적이 있다. 이를 위해 지방 국립대 4학년 재학생 231명을 대상으로 구조방정식 모델을 검증하였다. 통계분석은 SPSS 20.0 프로그램과 AMOS 18.0 프로그램을 사용하였다. 구조방정식을 이용한 주요 분석결과는 다음과 같다. 첫째, 구직효능감은 구직네트워크와 구직제약성의 구직의도에의 효과에 매개역할을 하고 있었으며, 구직명료성은 구직의도에의 직접 효과는 없었지만, 구직효능감을 통한 정(+)의 간접효과를 보여 주었다. 둘째, 구직태도와 구직효능감은 구직의도에 정(+)의 효과를 나타냈다. 셋째, 구직 제약성은 구직태도에 부(-)의 영향을 주고 있으며, 구직네트워크와 구직제약성은 구직효능감에 유의한 정(+)적 효과를 나타내었다. 넷째, 구직네트워크와 구직효능감의 향상은 구직명료성을 상승시키는 효과를 보여주었다. 다섯째, 본 연구결과를 통하여 대학졸업예정자들의 구직효능감 향상과 긍정적인 구직태도의 함양 및 구직관련 사회관계망의 확보가 요구됨을 확인할 수 있다. The objectives of the study are: 1) to explore the affecting factors on job search intention among expectant graduates from university and 2) to analyze their causal relationships. For the objectives, the Structural Equation Modeling was run using: AMOS 18.0 program. The analysis included total of 231 senior students from three national universities located in non-central regions. The main results are follows as: first, job search network showed a significant and positive indirect effect on job search intention implying the mediating roles of job search attitudes and job search efficacy. Second, job search attitudes and job search efficacy had positive and significant effects on job search intention. Third, job search constraints had a negative effect on job search attitudes, and job search network and job search constraints were positively associated with job search efficacy. Fourth, higher job search network and higher job search efficacy increased the levels of job search clarity, respectively. These results implied that the improvement of job search efficacy, positive attitudes toward job search and the security of social network for job are meed for expectant graduates from university.

The Effects of Job Search Attitudes, Self-esteem, and Gender-role Attitudes on Expected Marriage Age among College Students

The Effects of Job Search Attitudes, Self-esteem, and Gender-role Attitudes on Expected Marriage Age among College Students

Job search and social cognitive theory: The role of career-relevant activities

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.

The Cross-Cultural Generalizability of the Theory of Planned Behavior

This study examined the cross-cultural generalizability of the Theory of Planned Behavior (TPB) as applied to job seeking, by comparing samples of native Dutch and Turkish individuals in The Netherlands. Results support the equivalence of the measures used. Moreover, the TPB relationships are found to be comparable across the two samples. Contrary to the predictions, intentions of Turkish individuals are not affected more by subjective norms and less by job search attitudes than those of native Dutch individuals.

Psychosocial and Academic Characteristics of Extremely Low Birth Weight (≤800 g) Adolescents Who Are Free of Major Impairment Compared With Term-Born Control Subjects

To compare academic and cognitive ability, attention, attitudes, and behavior of extremely low birth weight (ELBW) adolescents who are free of major impairments at 17 years of age with term-born control subjects. Between January 31, 1981, and February 9, 1986, 250 infants of < or =800 g were admitted for intensive care in British Columbia, 98 (39%) of whom survived to late adolescence. Teens with major sensorimotor handicaps and/or IQ <70 were excluded (n = 19). Of the 79 eligible ELBW teens, 53 (67%) were assessed at 17.3 (16.3-19.7) years (birth weight: 720 [520-800 g]; gestation: 26 [23-29] weeks). The test battery screened the following areas: cognitive (Wechsler Intelligence Scale for Adults Third Edition, 3 subtests), academic (Wide Range Achievement Test-3), attention (Connors' Continuous Performance Task), self-report (Harter Self-Perception Profile for Adolescents; Job Search Attitude Inventory), and parent report (Child Behavior Check List). A comparison group of term born control subjects (n = 31) were also assessed (birth weight: 3506 [3068-4196] g; gestation: 40 [39-42] weeks) at age 17.8 (16.5-19.0) years. Multivariate analysis of variance (group x gender) was conducted for each domain (cognitive, academic, self-report, and parent report). The ELBW group showed lower cognitive scores (vocabulary, block design, and digit symbol) and academic skills (reading and arithmetic) compared with control subjects, with no gender differences. There were no differences in attention between the 2 groups using a repetitive computer task. ELBW teens reported lower scholastic, athletic, job competence, and romantic confidence and viewed themselves as more likely to need help from others in finding a job. In the behavioral domain, parents reported their ELBW teens to display more internalizing, more externalizing, and more total problems than the control teens, with ELBW boys showing more problems. ELBW teens showed a higher percentage of clinically significant behavior problems than control subjects. In a provincial cohort of unimpaired survivors of birth weight < or =800 g, psychosocial and educational vulnerabilities persist into late adolescence and may complicate the transition to adult life compared with their peers.

Assessing Job Search Intensity and Unemployment-Related Attitudes Among Young Adults: Intergender Differences

The study assesses intergender differences in job search intensity and attitudes toward unemployment among a sample of 225 single, childless, young adult Israelis applying for their first job. The findings revealed considerable gender differences in reasons for rejecting potential jobs. Young women are more likely than young men to reject jobs due to adverse job conditions, family considerations, and masculine sex-typed employment. In contrast, young men showed a greater tendency to reject potential jobs for only one reason, that is, feminine sex-typed employment. In addition, women's nonfinancial commitment to work is higher than that of men, whereas the latter perceived unemployment as a most stigmatic situation. The more popular job search strategies used by both men and women were answering ads by phone and asking friends about potential jobs. No significant gender-based differences were found for job search intensity.

The Search for Employment: Motivation to Engage in a Coping Behavior1

The search for employment was examined as coping through engagement in motivated behavior. A model predicting social networking and employer contact behavior was tested with a sample of persons anticipating college graduation. Proposed relations among behavioral antecedents were primarily drawn from Ajzen's (1985) theory of planned behavior, with the addition of cognitively appraised challenge. Structural equations analysis revealed general support for hypothesized relations among attitude, norms, perceived behavioral control, intentions, and behaviors. Cognitively appraised challenge partially mediated the effects of perceived behavioral control on job search intentions. Significant variance in job search attitude was attributed to a valence by outcome expectancy interaction. Findings may be useful in promoting job search efforts, as well as furthering theoretical delineation of the search process.

Tracing Behavioral Changes among Discouraged Workers: What Happens to the Work Ethic?

Material from an ethnographic case study of 102 randomly selected blue-collar workers who experienced job loss in the 1980s was examined, with a focus on a subgroup of 11 who became “discouraged” and withdrew from the labor force. Changes in the job-search behavior and attitudes of the discouraged workers are traced, and theoretical explanations for their resignation and withdrawal are explored.