Job-seeking Behavior Research Articles

The Best of Both Worlds: Affiliation and Agency in Traditional and Gig Work Choices

The opportunity to construct a career and the prevalence of virtual work are hallmarks of the extant environment that makes career decisions and workforce recruitment increasingly complex. We seek to understand jobseekers’ choices in this context, which allows for great personal control and independence. We draw on the career self-management stream of social-cognitive career theory to inform our examination of the influences of certain applicant work preferences and individual characteristics on preferences for gig or traditional work and related job-seeking behaviors. Findings from this study indicate that a sense of agency and need for affiliation are significantly related to new and transitional job seekers’ willingness to pursue face-to-face versus gig work opportunities. Additionally, this work revealed a positive relationship between a preference for face-to-face and gig work options, indicating that incorporating a combination of the two may be optimal for employees and employers.

How Do Proactive Personality and Internal Locus of Control Play a Role in the Links Between Career Adaptability and Job Search Behaviors of Job Seekers? A Two-Moderator Approach

The present labor market's rapid expansion has pressured individuals to enhance their employability and achieve professional success. Therefore, individuals need to be able to adapt and flourish in the face of unforeseen employment challenges, known as career adaptability. While previous studies have established the benefits of career adaptability in the job search process, there is a lack of understanding regarding the influence of personality characteristics on the relationship between career resources and job search behavior. This study investigates the combined moderating effects of proactive personality and internal locus of control on the link between career adaptability and job search behavior, drawing on career construction theory and planned job search behavior theory. The study sample comprises 308 individuals actively seeking employment in Istanbul and Kocaeli. SPSS AMOS was used for confirmatory factor analysis, and PROCESS Macro was used to examine moderator effects. The findings demonstrated a positive relationship between career adaptability, proactive personality, internal locus of control, and job-seeking behavior. Moreover, as predicted, the combined effect of proactive personality and internal locus of control moderates the relationship between career adaptability and job search behavior, suggesting the relationship is more robust when both traits are high. These findings are essential for researchers in the field of career and job search as well as for practitioners such as career counselors or training and development specialists.

Pursuing stability in crisis: The impact of COVID-19-related work changes on information search and job-seeking behaviors

The COVID-19 pandemic has greatly altered the way employees work and has had a significant impact on their subsequent behaviors. In this study we applied affective events theory and developed an adjustable mediation model to examine how COVID-19-related work changes influence employees’ behaviors. We conducted an online survey and collected data from 571 people employed in various businesses across several provinces in China. The results indicated that COVID-19-related work changes positively predicted work-related information seeking and job-seeking behaviors, with job insecurity serving as a mediator. Furthermore, job embeddedness amplified the positive relationship between job insecurity and the search for work-related information. The theoretical and practical consequences of these results are discussed.

Self-directed learning and job exploration among Nepalese youth: South Asian perspective

The study examined the Nepalese youth’s self-directed learning and job-seeking characteristics. It collected primary data from fresh graduates of Nepal’s leading universities to understand self-directed learning motivations and job search behavior. It focused on graduates enrolled in different job preparatory programs to improve their chances of securing employment in 2022. Using a five-point Likert scale, the survey covered general information, self-learning, and job-searching. The purposive sample field survey in Kathmandu Valley from July to December 2022 targeted 500 respondents and yielded 327 completed surveys for analysis. Data analysis shows a substantial correlation between self-directed learning and job-seeking among Nepalese young people (β = 0.877, CR = 18.203, p < 0.01). A substantial positive correlation was identified between self-monitoring, adaptability, and job-seeking activity (β = 0.927, p = 0.000). Likewise, this study found a substantial positive correlation between motivation and job-seeking activity (β = 0.887, p < 0.00), and goal setting and planning have a significant favorable effect on job-seeking behavior (β = 0.445, p < 0.00). Such findings contribute valuable insights into the interplay of self-learning elements and their implications for the job-seeking behavior of young individuals in the Nepalese context. The importance of promoting self-directed learning and emphasizing fundamental attributes has grown significantly as young individuals navigate the dynamic job marketplace and seek assistance in integrating into employment. Acknowledgment The authors would like to express profound gratitude and appreciation to the University Grant Commission (UGC) Nepal for supporting this research (FRG-78/79-Mgmt 02).

Unemployment and Job Search Behavior among People with Disabilities during the First Year of the COVID-19 Pandemic in Germany.

Not much is known about how the COVID-19 pandemic affected the labor market experiences of people with disabilities. Since they constitute a generally disadvantaged group in the labor market, it is important to scrutinize whether their position has worsened during these difficult times and how they reacted with regard to their job search behavior. We therefore used data for the year 2020 from a large German panel (Panel Arbeitsmarkt und Soziale Sicherung, PASS), in order to scrutinize the prevalence of unemployment among people with disabilities (N = 739) during the first year of the COVID-19 pandemic. The factors that affected their unemployment status were also analyzed. The study found that people with legally recognized disabilities were more often unemployed than non-disabled people, even when controlling for possible confounding factors such as age, gender, or education. This effect was significant for severe disabilities and marginally significant for minor disabilities. Additionally, the type of disability affected the probability of being unemployed, with cardiovascular diseases, mental illnesses, and musculoskeletal disorders carrying a higher risk. In terms of job-seeking behavior, unemployed people with disabilities reported using some job search methods more frequently than their non-disabled counterparts. However, the intensity of the job search did not differ significantly between the two groups. Further differences were found when analyzing the reasons for abstinence from searching for a job, with unemployed people with disabilities primarily citing health-related factors (with a frequency of over 90%). In summary, health played a pivotal role in determining disabled people's labor market experiences during the COVID-19 pandemic.

Perceived employability in a situation of crisis: the influence of the external context and perceived financial threat

PurposeThis study aims to analyse how people's perceived employability was affected during the coronavirus disease 2019 (COVID-19) pandemic. This study explores individuals' perceived financial threat, age and work situation as factors that shape perceived employability.Design/methodology/approachData were collected via a survey at three different times between October 2020 and May 2021, which were chosen to reflect the evolution of the pandemic. The participants (n = 124) reported participants' perceived employability and financial threat during the pandemic in Portugal. Perceived employability is a multidimensional concept, as this includes the following scales: employment protective behaviour, employment risk, job-seeking behaviour, self-control and self-learning.FindingsParticipants' overall perceived employability failed to record significant variance over the period under analysis. Nevertheless, perceived employment protective behaviour decreased the most, especially in the case of young adults (aged 18 to 24). Individuals' perceived financial threat varied according to the external context, being lower during the last moment of data collection, which corresponded to the less-socially and economically restrictive period. Employees with the most stable work condition, i.e. with a permanent employment contract, were those who felt less financially threatened when compared to other respondents. A negative relationship between perceived employability and perceived financial threat was identified during the third moment of data collection.Originality/valueThe research informs about how individuals perceive themselves in a highly unpredictable and unstable context. The longitudinal approach shows how the external context affected people's perceived employability and financial threat throughout the pandemic.

Komunikasi Interpersonal Dengan Job Search Behavior

This study was intended to prove the relationship between interpersonal communication and job-seeking behaviour for undergraduate students with fresh graduate status. The hypothesis proposed is that there is a positive relationship between interpersonal communication and job-seeking behavior for undergraduate students with new graduate status.The population of this research is job seekers who are fresh graduates from Bachelor of Strata 1 (S1) who are graduates from several universities in Jombang city region. The number of samples in this study consisted of 31 individuals. The sampling technique used is random sampling.The independent variable in this study is interpersonal communication which is expressed by a scale, while the dependent variable is job search behavior which is expressed by a scale, which is then analyzed using the SPSS (Statistical Package for Social Science) program. Data analysis utilized Pearson's product moment correlation analysis.The results of the analysis showed that the significance value of the correlation between interpersonal communication and job search behavior was rxy = 0.238 with a significance of 0.098 (one-tailed). The value is above 0.05, which means there is no relationship between interpersonal communication and job-seeking behaviour.This demonstrates that the hypothesis suggested in this study is rejected. 
 
 Keywords: Interpersonal Communication; Job Seeking Behavior.

Self-Control and Job-Seeking Behaviors among Nepalese Fresh Graduates

Self-Control and Job-Seeking Behaviors among Nepalese Fresh Graduates

Research Career Intentions Among Non-Native English-Speaking Graduate and Postdoctoral Trainees in STEM-Results from Cross-Sectional and Longitudinal Studies.

International graduate trainees, many of whom are non-native English-speaking (L2) trainees, comprise more than half of graduate-level trainees in STEM, but little is known regarding factors that influence their career intentions, especially those that foster their growth as scientists to achieve their full potential in research. Thus, the purpose of our studies was to examine the relationship between L2 status and contextual factors that help shape the learning experiences and plans for research-focused careers. Study 1 collected cross-sectional survey data from doctoral and postdoctoral trainees (N=510) from research institutes in the Texas Medical Center in Houston. We examined which factors were associated with research career intentions using multiple linear regression analysis. Study 2 collected longitudinal data from doctoral and postdoctoral trainees (N=185) from 71 institutions in 33 states in the U.S. Repeated measures of career intentions were evaluated using mixed-effect modeling, and cross-tabulation analysis evaluated job-seeking behaviors by language status. Results showed that L2 trainees had stronger intentions to pursue research careers than did native English-speaking trainees (L1), controlling for other variables. Mentoring, trainee self-efficacy, and the perception of working more than mentors expected influenced each career intention differently. In Study 2, career intentions did not change over time for L2 or L1 trainees, but L2s preferred working in higher education or research institutes more than L1s. L2s, however, were more likely to be in early stages of seeking jobs compared to L1s. These findings provide implications for research mentors, advisors, and academic administrators in facilitating L2 career advancement and success.

Transition from University to the Labour Market: The Impact of Personal Variables in Graduates’ Perceptions of Self-Efficacy

The transition from university to the labour market is a crucial period for graduates. It is typically characterized by a high degree of uncertainty. Self-efficacy may be a determinant in the process, but the research so far has only considered students or graduates shortly after graduation, strongly compromising its conclusions on the findings. This study aims at exploring the variables which explain the different levels of self-efficacy of graduates in transition to the labour market. A total of 694 graduates who completed their degrees at two Portuguese Higher Education Institutions in the last five years were subjected to a questionnaire. Regression and multivariate analyses based on decision trees (Recursive Partitioning for Classification) showed that (1) older graduates have higher self-efficacy in adapting to work; (2) male graduates have higher self-efficacy in emotional regulation when looking for a job; and (3) graduates with higher grades demonstrated more self-efficacy in job-seeking behaviours. The results also revealed that the graduates’ scientific area, the parents’ level of education and undergoing internships during higher education are also related to self-efficacy. Overall, the study contributed to a better understanding of the construction process of self-efficacy beliefs and its importance in the job-seeking process and in the adaptation to work.

Komunikasi Interpersonal Dengan Job Search Behavior Pada Sarjana Strata 1 (S1)

This study was intended to prove the relationship between interpersonal communication and job-seeking behaviour for undergraduate students with fresh graduate status. The hypothesis proposed is that there is a positive relationship between interpersonal communication and job-seeking behavior for undergraduate students with new graduate status.The population of this research is job seekers who are fresh graduates from Bachelor of Strata 1 (S1) who are graduates from several universities in Jombang city region. The number of samples in this study consisted of 31 individuals. The sampling technique used is random sampling.The independent variable in this study is interpersonal communication which is expressed by a scale, while the dependent variable is job search behavior which is expressed by a scale, which is then analyzed using the SPSS (Statistical Package for Social Science) program. Data analysis utilized Pearson's product moment correlation analysis.The results of the analysis showed that the significance value of the correlation between interpersonal communication and job search behavior was rxy = 0.238 with a significance of 0.098 (one-tailed). The value is above 0.05, which means there is no relationship between interpersonal communication and job-seeking behaviour.This demonstrates that the hypothesis suggested in this study is rejected.

Are women from Venus? A mixed-method study determining important predictors of job pursuit intention across gender groups

PurposeDespite studies claiming gender inclusion is beneficial for organizations, the under-representation of females in the workforce is a reality. As recruitment practices impact employees' entry into organizations, examining the salient predictors of job pursuit intention might foster gender inclusivity.Design/methodology/approachBased on a mixed-method study conducted in two phases (Phase 1: a sample of 2,084 professionals; Phase 2: interviews of 20 senior human resource (HR) professionals and interviews with 26 women professionals), we examine the key predictors of job pursuit intention of women. We employed a qualitative study as Phase 2 employed a qualitative study to understand why some of the proposed hypotheses were not supported.FindingsWe found that work–life balance, perceived job security and perceived ethical behavior of organizations were more important for female than the male applicants in influencing their job pursuit intention. Also, the type of work and person–organization (P–O) fit were found to be equally important for both the gender groups. The implications of the study to theory and practice were discussed.Research limitations/implicationsOur study extends the existing literature by identifying salient factors (such as work–life balance, perceived job security and ethical citizenship) that are found to be more important for female applicants compared to their male counterparts while pursuing a job. Also, females were found to worry more about losing or not finding a job than males. Our results further indicate that type of work and P–O fit have a significant effect on job pursuit intention for both male and female applicants. The study addresses the need for research on targeted recruitment to increase gender inclusion.Practical implicationsThe contribution of this paper lies in identifying critical factors relevant to the female applicants in India who potentially constitute a large talent pool waiting to be leveraged. It adds to the body of knowledge on enabling inclusivity and affirmative action for increasing gender diversity through recruitment. By highlighting the factors that should be given prominence in job promotions to attract more female candidates and emphasizing the gender-focused HR policies and practices and through internal and external communication, it helps practitioners attract and retain female applicants in an emerging economy like India.Originality/valueOur study contributes in three ways. First, it attempts to plug the gap by investigating gendered preferences in job pursuit intentions between male and female applicants, especially in different cultural environments and in emerging markets such as India. Second, existing studies on job pursuit intentions were based mostly on inputs from student respondents. Our study has collected data from professionals working in organizations who have worked and experienced gender-related HR practices in organizations. Third, our study used a mixed-method approach to get a nuanced understanding of female talent expectations and preferences during the job-seeking behavior.

Inequality in online job searching in the age of social media

ABSTRACT As hiring processes have increasingly moved online, having better digital skills could play an important role in successful job seeking. However, digital inequality suggests that people use the Internet in different ways with varying levels of skills raising questions about who is most likely to be able to search for jobs online, including on social media. This paper examines online job searching, including the role of digital job-search skills in the process. Results show that sociodemographic characteristics (i.e., age, race, education, and income) as well as online experiences, being a social media user, and having higher digital job-search skills relate to online job-seeking behaviors. These findings highlight the presence of digital inequalities in online job searching including differences by social media experiences.

Informal caregiving and work: A high price to pay. The case of Baltic States

• Informal care obligations deter both extensive and intensive margins of work. • Being a main carer in the household enhances labour market implications. • Caregiving induces excessive utilization of unemployment benefits among males. • Nonemployed males and females respond to care obligations heterogeneously. The impact of informal care burden on the labour market outcomes has been the subject of a number of studies. The literature so far has, however, mostly neglected the post-transition countries. The purpose of this study is to provide empirical evidence on various labour market implications of informal care in the three Baltic States – Estonia, Latvia and Lithuania. In particular, we examine the extensive and intensive margins of work, wage effects, job seeking behaviour and utilization of unemployment benefits. We apply instrumental variable approach to address the observed endogeneity of informal care. The obtained results support the existence of a significant deterrent effect of caregiving on both extensive and intensive margins of work among males and females in all the three countries. Wage penalties are found to be stronger in Estonia and Latvia, where reliance on familial care is particularly high. The evidence also suggests that the existing systems induce excessive utilization of unemployment benefits among males in the three Baltic States. The results provided in this study are germane to the development of national labour market and long-term care policies.

Is the younger generation a driving force toward achieving the sustainable development goals? Survey experiments

Is the younger generation, including millennials and Generation Z, a driving force toward achieving the Sustainable Development Goals (SDGs)? The younger generation is often described as more socially conscious than the older generation and as promotors of the SDGs; however, little scientific evidence supports these assumptions and expectations. To fill this gap, this study aims to investigate (1) whether the younger cohorts are the pro-SDG generation who drive societies with their sustainable lifestyles to achieve SDGs more actively than the older generations; further, this work elucidates (2) the job-seeking behavior of younger generations. We recently conducted two online surveys in Japan and used different interdisciplinary methodologies. In Study 1, we estimated the marginal generational differences in sustainable lifestyles using a nationwide adult sample (n = 12,098). In Study 2, we elicited the job preferences of university students based on the SDG contributions of companies and expected income using conjoint survey experiment data (n = 668). Together, these findings suggest that the younger generation is likely to be pro-SDGs. • Achieving the SDGs requires substantial changes in our lifestyles. • The younger generation was found to be pro-SDGs. • Generational differences in sustainable lifestyles exist. • Younger people are more willing to pay a higher price for sustainable goods. • Younger people are likely to work for a pro-SDG company for a lower salary.

Psychometric validation of the Chinese version of job-seeking self-efficacy scale for people with disabilities: A preliminary study

BACKGROUND: Self-efficacy is a key psychosocial factor influencing the outcome of vocational rehabilitation programs. There is lack of a validated job-seeking self-efficacy measure for Chinese persons with disabilities. OBJECTIVE: The aim of this study was to validate the Chinese version of the Job-Seeking Self-Efficacy Scale (C-JSS) developed by Barlow, Wright, and Cullen (2002) and to examine its psychometric properties using a Chinese sample of persons with disabilities. METHODS: JSS was first translated into Chinese and reviewed by vocational rehabilitation practitioners and persons with disabilities. Ninety-seven Chinese participants with disabilities were recruited to fill in the questionnaire of JSS and other questions. The internal consistency, structural and coverage validities of C-JSS were evaluated. RESULTS: C-JSS showed a high internal consistency (Cronbach’s alpha = 0.95) and unidimensional factorial structure. For concurrent validity, there were significant correlations between C-JSS with the score of WHODAS 2.0 (p = 0.001), educational level (p < 0.001), job-seeking behavior (p = 0.031), and self-reported professional skills (p = 0.008). CONCLUSION: The results of this study provide preliminary evidence that C-JSS is a reliable and valid instrument to measure the self-efficacy of job-seeking behavior among a Chinese sample of persons with disabilities.

Career self-management of unemployed workers: the role of proactive coping in job-to-job transition

PurposeJob search behavior is an important factor of an individual's career. In this study, proactive individuals' search for career opportunities during the transition from unemployment to employment is investigated. This investigation concentrates on the “in-between jobs” phase to better understand career transition. Proactive coping is a particularly important aspect of the transition from unemployment to work.Design/methodology/approachUsing the career self-management model and proactive coping theory, this paper establishes a conceptual model and adopts path analysis to examine the model with a sample of 208 unemployed workers from Poland.FindingsThe results indicate both direct and indirect effects for proactive coping on job-seeking behavior. Unemployed job seekers, with greater proactive coping, intensify their job search behavior and increase their chances for re-employment.Practical implicationsProactive coping is an important factor in career development. The findings of this study are a promising starting point for career self-development training for unemployed workers in transition.Originality/valueMost of the training for the unemployed prepares them to react and adapt to ongoing circumstances. Our findings show the importance of being proactive during active coping with unemployment.

Profiles of Employability and their Career and Psychological Implications among Unemployed Youth

Employability may play an important role in the job seeking behavior and well-being among unemployed youth. To date, the literature has tended to study the indicators of employability individually, without considering the intertwinement among them. The present research (N = 447 unemployed youth [16 to 24 years] in Hong Kong) addressed this gap. We adopted latent profile analysis to examine eight employability indicators (proactivity, boundaryless mindset, identity awareness, career self-efficacy, education level, work experience, networking, and social support). Four employability profiles were identified: high employability, moderate employability, low social support, and low adaptability – career identity. These profiles differed in job search intensity and psychological health. Mediation analysis revealed that the impact of employability profiles was channeled through perceived upward mobility. Our latent profile approach has captured the reality of employability and thus provided a valid picture of its impact among unemployed youth. The observed mediating effect of perceived upward mobility illustrates what employability means in social identity terms. This study has contributed to the understanding of unemployed youth’s quality of life.

청년의 취업의지가 구직행동에 미치는 영향에 관한 연구

청년의 취업의지가 구직행동에 미치는 영향에 관한 연구

AN ANALYSIS ON EDUCATIONAL QUALIFICATION PRESENTATIONS OF THE JOB SEEKERS IN THE LABOR MARKETS

The purpose of this study is to analyze the presentation of educational qualifications in job seeking behavior. The study is based on the resumes uploaded on e-job search portals. In the study, a total of 114 resumes belonging to individuals who were seeking jobs in the informatics, industry and service sectors was examined. The data obtained from the resumes were analyzed with content analysis. As a result of the study, it is argued that the theory of human capital, which establishes a linear relationship between education and employment, is insufficient to explain the relationship between education and employment, and at the same time has an ideological functio n by separating employment from social context.