Job-seeking Behavior Research Articles

Individuals without jobs: An empirical study of job-seeking behavior and reemployment.

The purpose of this study was to test a longitudinal model of the demographic, person, and situational variables predictive of job-seeking behavior and reemployment. Participants completed surveys 2 months and 5 months following a layoff. Multiple regression analysis revealed gender, conscientiousness, and job-seeking support as significant predictors of job-seeking behavior. Logistic regression analysis showed age and job-seeking support to be significant predictors of reemployment. Post hoc analyses highlighted an Age X Job-Seeking Frequency interaction as a predictor of reemployment. This interaction suggests that older individuals who engaged in frequent job seeking were less likely to find work than younger individuals who engaged in frequent job seeking.

Individuals without jobs: An empirical study of job-seeking behavior and reemployment.

Individuals without jobs: An empirical study of job-seeking behavior and reemployment.

The Evaluation of Unemployment and Job-Searching Behavior: A Longitudinal Study

Behavior of unemployed persons was studied in the framework of the general value-expectancy model (Feather, 1982), which states that finding a job is affected by job-searching behavior, which is, in turn, influenced by the intention to look for a job. This intention is then affected by satisfaction or dissatisfaction with the current state of unemployment. The satisfaction or dissatisfaction with being unemployed is hypothesized to be affected by the subjective gains of employment, as well as by the presence of particular features of the specific situation, such as variation and the amount of money one can spend. The model was tested and cross-validated by LISREL and logit analysis with a longitudinal sample of 232 young, Dutch, unemployed persons. The results largely confirm the hypotheses concerning the determinants of motivation for looking for a job and job-seeking behavior. However, there was no link between the variables in the model and actually finding a job.

Do Bonus Offers Shorten Unemployment Insurance Spells? Results from the Washington Experiment

Unemployment insurance is intended to reduce hardship by providing labor force members with partial wage replacement during periods of involuntary unemployment. However, in performing this income maintenance function, unemployment insurance may prolong spells of unemployment. Evidence from a field experiment conducted in Illinois in 1984 suggested that offering unemployment insurance claimants a modest cash bonus for rapid reemployment would increase the speed of return to work and reduce program costs. In 1988 a similar experiment, examining several different bonus offers, was conducted in the state of Washington. Evidence from the Washington experiment indicates that bonus offers do change job seeking behavior, but that only relatively generous bonus offers—about six times the weekly benefit amount—should be expected to significantly change the behavior of people eligible for unemployment benefits.

The Labor Market for Technical Workers and Their Job-Seeking Behavior: An International Comparison Among Japan, United States, Great Britain, and Germany

This article is a part of an international research project comparing the labor market and employment management of technical workers in four countries—Japan, United States, Great Britain, and Germany.1

Vitamin K for neonates: the controversy

<h3>Objective</h3> This study aimed to explore how new family medicine graduates who want to include obstetrics in their scope of practice identify and select jobs and to understand how employment influences scope of practice in family medicine, particularly the ability to provide maternity care and deliver babies. <h3>Design</h3> Mixed-methods study including a survey and qualitative interviews conducted in 2017. <h3>Setting</h3> We electronically surveyed US family physicians and followed up with a purposeful subsample of these physicians to conduct in-depth, semistructured telephone interviews. <h3>Participants</h3> 1016 US family medicine residency graduates 2014–2016 who indicated that they intended to deliver babies in practice completed a survey; 56 of these were interviewed. <h3>Main outcome measures</h3> The survey measured the reasons for not doing obstetrics as a family physician. To identify themes regarding finding family medicine jobs with obstetrics, we used a team-based, immersion–crystallisation approach to analyse the transcribed qualitative interviews. <h3>Results</h3> Survey results (49% response rate) showed that not finding a job that included obstetrics was the primary reason newly graduated family physicians who intended to do obstetrics were not doing so. Qualitative interviews revealed that family physicians often find jobs with obstetrics through connections or recruitment efforts and make job decisions based on personal considerations such as included geographical preferences, family obligations and lifestyle. However, job-seeking and job-taking decisions are constrained by employment-related issues such as job structure, practice characteristics and lack of availability of family medicine jobs with obstetrics. <h3>Conclusions</h3> While personal reasons drove job selection for most physicians, their choices were constrained by multiple factors beyond their control, particularly availability of family medicine jobs allowing obstetrics. The shift from physician as practice owner to physician as employee in the USA has implications for job-seeking behaviours of newly graduating medical residents as well as for access to healthcare services by patients; understanding how employment influences scope of practice in family medicine can provide insight into how to support family physicians to maintain the scope of practice they desire and are trained to provide, thus, ensuring that families have access to care.

Gevolgen Van Langdurige Werkloosheid Voor Het Psychisch Welzijn: Overzicht Van De Onderzoeksliteratuur

[Psychological Consequences of Long-Term Unemployment: Review of the Literature] Three aspects of the psychological consequences of long-term unemployment are reviewed. First, the impact of long-term unemployment upon the psychological well-being is outlined. Different longitudinal studies in various countries show a significant deterioration of the psychological health of the unemployed, which stabilizes after a certain period of time. This stabilization of the mental health at a lower level of well-being is caused by a process of adaptation: The long-term unemployed adapt to their new role and withdraw from the labour market by lowering their employment commitment and their job seeking behaviour. In the second part of this review', wc show that the probability of finding work decreases because of this adaptation process. In the third part of this article, research on the psychological impact of re-employment is reviewed. It shows that the psychological well-being of the previously unemployed improves strongly once they find work. Long-term unemployment thus creates a vicious circle. It leads to the deterioration of the mental health. This deterioration can be stopped by adapting oneself to unemployment. This adaptation however, reduces the probability of finding work, while only re-employment re-establishes the psychological well-being at the preunemployment level.

Social support and the impact of job loss on older professionals.

Social support and the impact of job loss on older professionals.

The psychological meaning of job insecurity and job loss: Results of a longitudinal study

This paper presents some results from a longitudinal intensive study of 26 shipyard workers during a period of two years. Unemployment was found to comprise a process consisting of a series of psychological crisis due to loss of important factors contributing to identity. The anticipatory phase was found to be a very burdening phase of unemployment due to the prolonged uncertainty. Despite good economic compensation depressive reactions were noticed. Other psychological reactions were irrational job seeking behaviour. The attitudes towards work were investigated. The central concepts of meaning of work was found to be unconscious and mediated early during childhood and to change very slowly. The shipyard workers tried to maintain an old working identity but especially the old, single men had difficulties to stand firm to it. Some of them intensifies alternative to work, like fishing, hunting and other activities and, in a way, continue to work. The single, older unemployed men were found to be a risk group.

Note on the Social Impact of Assertiveness in Occupational Contexts

The extent to which the literature shows assertiveness produces favorable social outcomes in several occupational contexts was examined. Assertive job-seeking behavior may have a variable impact depending on such factors as the riskiness of the behavior, the size of the company, and the nature of the pool of applicants. Managers view assertive behavior, displayed in work-related interactions, more favorably than self-effacing behavior. Assertive customers more readily stand up for their rights and have more positive perceptions of business than nonassertive consumers. Less reliance on analogue studies and improved measurement systems for assessing social reactivity to assertiveness were recommended.

Youth unemployment and labour market withdrawal

There is much concern that today's unemployed youth, particularly those belonging to ethnic minorities, are in danger of withdrawing from the labour market. However, there have been few attempts to test this assumption or to examine the social-psychological processes which may be involved. The literature on attitude-behaviour relationships and on human motivation implies that attitudes towards job seeking, expectations of obtaining a job, and the value placed on employment may all predict job-seeking behaviour. This hypothesis was tested with a sample of 1,150 unemployed 17-year-olds obtained from 11 urban areas in England. The hypotheses that lower values of all three variables will be associated with longer spells of unemployment and with ethnic minority status were also tested. Results provided support for these hypotheses. Multiple regression analyses suggested that these three variables had a mediating role in the relationship between reports of job-seeking behaviour and both length of unemployment and ethnic minority status.

Systems negotiation training

The paper presents a model developed in the U.S./Mexico border area for teaching persons the art of using their personal assets to gain access to highly impersonal social systems. The model focuses on the use of small group dynamics and psychodrama using articulated videotape feedback in the development of effective job-seeking behaviors. The model training format was used over a three-year period to train approximately three thousand persons ranging from incarcerated Mexican Nationals to college graduates in the art of accessing social systems. Most of the participants in the programs viewed themselves as ‘victims’ of powerful social systems and initially saw themselves as having no control over their lives. The model was successful in demonstrating to the participants the aspects of the human interaction process they indeed had control over and, that by exerting this control in a structured fashion, they could net positive results.

On the wisdom of assertive job-seeking behavior.

On the wisdom of assertive job-seeking behavior.

On the wisdom of assertive job-seeking behavior.

On the wisdom of assertive job-seeking behavior.

Feminist orientation and job-seeking behavior among dual-career couples

This study examined the relationship between feminist orientation and job-seeking behavior in dual-career couples. Initial and final job-seeking decision rules were assessed, as well as choices to simulated incidents about joint job seeking. Feminist orientation was more pronounced in influencing simulated than actual job-seeking behavior. As employment possibilities in the simulations became increasingly constrained, the relationship between feminism and non-traditional behavior attenuated first among men, then among both sexes. In terms of actual behavior, feminist orientation in men, but not in women, was significantly related to the type of job-seeking strategy initially chosen. However, there was no significant relationship between feminist orientation and final job decision for either sex, probably because of situational constraints affecting the final decision.

Differential Impact of Occupational Reassessment Options

Abstract Achievement motivation variables were analyzed with respect to white and nonwhiie subjects in a major labor market in tlic context of occupational aspiration, preeonfinemenf labor market preparation and activity, occupational reassessment while confined under four possible options, and postrelease labor market activity. The objective of the study was to determine the extent to which the various reassessment options available to inmates resulted in changes in skill and earnings after release. The emphasis of the study was upon “economic” socialization as measured by changes in achievement motivation in job-seeking behavior, skill and earning changes. The study made no attempt to relate the nature of the criminal offense or recidivism to the variables analyzed, nor control for the length of time confined. High employment transaction frequencies, as measures of fob change, were found to be associated positively with occupational and industrial mobility.

Differential Satisfaction Profiles Among Overseas Managers: A Multiple Regression Approach.

This study is concerned with examining expatriate American managers' perceptions of their jobs and the level of job seeking activity they engaged in prior to being assigned to their present positions. Specifically, this investigation deals with the relationship between job search behavior of overseas American managerial personnel and their job satisfaction. Data was gathered by a questionnaire. The subjects occupied middle management positions in several large American multinational companies. The subjects were classified into three categories on the level of their job seeking behavior: Passive, Moderately Active, and Active. A regression analysis produced several satisfaction profiles when the subjects were classified on the basis of their search behavior. The results of the study indicate that the Passive group tends to place great value on the satisfaction of relatively internalized facets of their jobs (feelings of self-fulfillment, opportunity to help others). The Moderately Actives also value intern...

Job-seeking behavior: A segment of vocational development

This paper reports two companion studies which establish that there is a significant relationship between an individual's personality characteristics and his pattern of job-seeking behavior. Individuals who are tough-minded, independent and nonneurotic had specified job goals and self-actualized behavior. They were highly successful in obtaining jobs. Individuals who were sensitive, dependent and neurotic had vague goals and passive behavior. They failed to get jobs. Individuals who exhibited a mixture of the cited characteristics and behavior were also exploring career options. They had a modicum of success in obtaining jobs. Job-seeking behavior as a process of vocational development is discussed.

DISABILITIES TO EMPLOYMENT AMONG EX‐ADDICTS

Are ex‐addicts poor employment risks? To answer this question, the employment responses of male and female ex‐addict clients serviced by a state narcotic aftercare program were studied. Comparison of the two groups found differences in their job‐seeking behavior and their social and deviant behavior characteristics. The results support the view that ex‐addicts are handicapped persons. Their varying potentials for obtaining legitimate employment are isolated and reported in this article.

Personality Characteristics Associated with Job‐Seeking Behavior Patterns

Vocational Guidance QuarterlyVolume 19, Issue 3 p. 192-198 Personality Characteristics Associated with Job-Seeking Behavior Patterns JOHN STEINBECK, JOHN STEINBECK L. Ronald Schneider is Clinical Psychologist, Lehman College, City University of New York. Nancy D. Stevens is Associate Professor, Department of Counseling and Student Development, Hunter College, City University of New York. The authors wish to express their gratitude to Professor Alva C. Cooper, Director of Career Counseling, Placement, and Financial Aid at Hunter College for her generous assistance and encouragement in this research study.Search for more papers by this authorL. Ronald Schneider, L. Ronald Schneider L. Ronald Schneider is Clinical Psychologist, Lehman College, City University of New York. Nancy D. Stevens is Associate Professor, Department of Counseling and Student Development, Hunter College, City University of New York. The authors wish to express their gratitude to Professor Alva C. Cooper, Director of Career Counseling, Placement, and Financial Aid at Hunter College for her generous assistance and encouragement in this research study.Search for more papers by this authorNancy D. Stevens, Nancy D. Stevens L. Ronald Schneider is Clinical Psychologist, Lehman College, City University of New York. Nancy D. Stevens is Associate Professor, Department of Counseling and Student Development, Hunter College, City University of New York. The authors wish to express their gratitude to Professor Alva C. Cooper, Director of Career Counseling, Placement, and Financial Aid at Hunter College for her generous assistance and encouragement in this research study.Search for more papers by this author JOHN STEINBECK, JOHN STEINBECK L. Ronald Schneider is Clinical Psychologist, Lehman College, City University of New York. Nancy D. Stevens is Associate Professor, Department of Counseling and Student Development, Hunter College, City University of New York. The authors wish to express their gratitude to Professor Alva C. Cooper, Director of Career Counseling, Placement, and Financial Aid at Hunter College for her generous assistance and encouragement in this research study.Search for more papers by this authorL. Ronald Schneider, L. Ronald Schneider L. Ronald Schneider is Clinical Psychologist, Lehman College, City University of New York. Nancy D. Stevens is Associate Professor, Department of Counseling and Student Development, Hunter College, City University of New York. The authors wish to express their gratitude to Professor Alva C. Cooper, Director of Career Counseling, Placement, and Financial Aid at Hunter College for her generous assistance and encouragement in this research study.Search for more papers by this authorNancy D. Stevens, Nancy D. Stevens L. Ronald Schneider is Clinical Psychologist, Lehman College, City University of New York. Nancy D. Stevens is Associate Professor, Department of Counseling and Student Development, Hunter College, City University of New York. The authors wish to express their gratitude to Professor Alva C. Cooper, Director of Career Counseling, Placement, and Financial Aid at Hunter College for her generous assistance and encouragement in this research study.Search for more papers by this author First published: March 1971 https://doi.org/10.1002/j.2164-585X.1971.tb01964.x AboutPDF ToolsRequest permissionExport citationAdd to favoritesTrack citation ShareShare Give accessShare full text accessShare full-text accessPlease review our Terms and Conditions of Use and check box below to share full-text version of article.I have read and accept the Wiley Online Library Terms and Conditions of UseShareable LinkUse the link below to share a full-text version of this article with your friends and colleagues. Learn more.Copy URL Share a linkShare onFacebookTwitterLinked InRedditWechat Volume19, Issue3March 1971Pages 192-198 RelatedInformation