Job-seeking Self-efficacy Research Articles

Job-seeking self-efficacy: an Irish scale for assessing the guidance and coaching needs of job seekers

ABSTRACT This field research was designed to establish what components contribute to the construct of job-seeking self-efficacy (JSSE). 430 active job seekers (219 males, 204 females, 7 non-disclosed) in Ireland volunteered to participate in a survey compiled from previously published sources. A 15-item scale for JSSE was reduced to 8 items (2 factors) after principle components analysis (PCA). Confirmatory Factor Analysis (CFA) found the scales hold respectable levels of reliability (α = .841, variance 65%). The Irish JSSE Scale presented good concurrent validity with other research studies and the primary component related to the cognisant and mindful awareness of JSSE. A second factor consisted of an affective/emotive component which was more impacted by the length of unemployment (a = .71). The Irish JSSE Scale should assist guidance counsellors and job coaches by enhancing the efficiency of the job-seeking process by facilitating more client-focused needs analysis.

성인학습자의 개인 특성에 따른 취업의지, 구직효능감과 취업준비행동의 차이에 관한 연구

This study aimed to examine the perception differences in willingness to work, job-seeking self-efficacy, and job preparation behaviors among 217 learners participating in SW vocational education, based on their individual characteristics such as major, work experience, and gender. Using SPSS 28.0, t-tests and multiple regression analysis were conducted. The results revealed no significant perception differences in willingness to work, job-seeking self-efficacy, and job preparation behaviors based on major and work experience. However, differences in perception were observed based on gender, specifically in job-seeking self-efficacy and job preparation behaviors. The regression models examining the impact of willingness to work and job-seeking self-efficacy on job preparation behaviors were found to be suitable. It was found that willingness to work does not influence job preparation behaviors for individuals with a major and no work experience, as well as male learners. On the other hand, for non-major learners, individuals with work experience, and female learners, both willingness to work and job-seeking self-efficacy were found to influence job preparation behaviors. This study identified differences based on individual characteristics and highlights the need for training institutions to enhance learners' job preparation behaviors by fostering willingness to work and job-seeking self-efficacy, particularly in the context of SW vocational education.

Employment as HIV Prevention: An Employment Support Intervention for Adolescent Men Who Have Sex With Men and Adolescent Transgender Women of Color.

Background:The purpose of this study was to adapt and pilot-test an employment support, primary HIV intervention tailored to the needs of adolescent men who have sex with men and adolescent transgender women of color.Setting:The intervention was implemented in 2 settings: controlled environment (Phase 1) and real-world community-based (Phase 2) setting in Chicago, IL.Methods:Eighty-seven adolescent men who have sex with men and adolescent transgender women of color ages 16–24 participated in Work2Prevent, a 4-session employment and HIV prevention intervention, designed to increase job-readiness and reduce HIV risk. Intervention sessions consisted of group activities: educational games, roleplaying/modeling behavior, and self-regulation exercises. Participants were assessed at baseline, postintervention, and 8-month (Phase 1) or 3-month follow-up (Phase 2).Results:Participants evaluated Work2Prevent as feasible and acceptable, rating intervention quality, usefulness, and satisfaction highly. Overall, 59.6% (Phase 1) and 85.0% (Phase 2) participants attended 2 or more sessions. At 8 months, Phase 1 participants reported a mean increase of 11.4 hours worked per week. Phase 2 participants reported a mean increase of 5.2 hours worked per week and an increase in job-seeking self-efficacy. Phase 2 participants also reported a decrease in transactional sex work.Conclusion:Work2Prevent is one of the first structural primary HIV interventions to specifically focus on adolescent employment readiness. Findings suggest Work2Prevent is feasible and acceptable, improved adolescent employment outcomes, and reduced HIV risk associated with transactional sex work. Our study underscores the need for alternative pathways, such as addressing socioeconomic determinants, to prevent adolescent HIV infection.

The Effects of College Life Satisfaction and Work Values on Job Seeking Self-efficacy

이 연구는 전문대학과 4년제 일반대학 대학생의 대학생활만족도, 직업가치관이 진로발달(진로계획 및 진로미결정)을 매개로 구직효능감에 미치는 영향력을 분석하는 데 목적이 있다. 연구를 위하여 한국고용정보원의 12차년도 청년패널(YP: Youth Panel)조사 자료를 활용하였으며, 1,499개의 표본 자료를 분석하였다. 연구문제를 검증하기 위해 SPSS 23.0과 AMOS 23.0 프로그램을 활용하여 빈도분석, 기술통계, 상관분석, t검증, 중다회귀분석, 경로분석 등을 실시하였다. 연구결과는 다음과 같다. 첫째, 전문대학과 4년제 일반대학 대학생의 대학생활만족도 중 물리적 환경, 수업내용, 강의실 및 교실 분위기, 교수진 및 선생님, 특별활동, 내적직업가치, 진로계획에 차이가 있는 것으로 나타났다. 둘째, 대학생활만족도는 진로계획에 유의한 영향을 미치고 있으며, 전문대학은 대학생활만족도 중 특별활동이 진로미결정에 정적 영향을, 4년제 일반대학은 교우관계와 특별활동이 진로미결정에 부적 영향을 미치는 것으로 나타났다. 셋째, 직업가치관은 진로계획에 정적 영향을 주는 것으로 나타났으며, 진로미결정에는 외적직업가치만 부적 영향을 미치는 것으로 나타났다. 넷째, 진로발달이 구직효능감에 미치는 영향을 분석한 결과 진로계획은 구직효능감에 정적영향을 미치는 것으로 분석되었다. 다섯째, 대학생활만족도와 직업가치관이 진로발달을 매개로 구직효능감에 미치는 영향을 검증한 결과 진로발달은 매개효과를 갖는 것으로 나타났다. 분석결과를 바탕으로 연구의 시사점과 한계를 논의하였다.

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.

Does dental appearance impact on employability in adults? A scoping review of quantitative and qualitative evidence.

Background The importance of physical appearance in social and professional situations has been well studied. It has been suggested that improving dental appearance may increase employment prospects. This scoping review aims to map the current literature regarding the impact of dental appearance on employability.Methods A scoping review was carried out in accordance with guidance from the Joanna Briggs Institute. Inclusion and exclusion criteria were developed iteratively, databases were searched and decisions on inclusion made in duplicate. Data were charted in Excel and synthesised using a visual map, study summary table and narrative description.Results We identified 16 relevant articles: ten experimental simulation studies, two qualitative studies, one cross-sectional survey, one pre-/post-dental treatment survey, one retrospective cohort study and one narrative systematic review. Experimental simulations support the notion that visible dental conditions can negatively impact appraisals of employment-related personal characteristics. Negative impacts on job-seeking self-efficacy and willingness to apply for jobs have also been documented.Conclusions The applicability of this evidence base to the UK health system context is uncertain and demonstration of real-life impact on employment is lacking. Further research is needed before programmes to improve dental appearance could be justified on the basis of improving employment outcomes.

An Employment Intervention Program (Work2Prevent) for Young Men Who Have Sex With Men and Transgender Youth of Color (Phase 1): Protocol for Determining Essential Intervention Components Using Qualitative Interviews and Focus Groups.

BackgroundHIV continues to have a disparate impact on young cisgender men who have sex with men (YMSM), young trans women (YTW), and gender-nonconforming (GNC) youth who are assigned male at birth. Outcomes are generally worse among youth of color. Experiences of discrimination and marginalization often limit educational attainment and may even more directly limit access to gainful employment. Though seemingly distal, these experiences influence young people’s proximity to HIV risk by limiting their access to health care and potentially moving them toward sex work as a means of income as well as increased substance use. Work2Prevent (W2P) aims to achieve economic stability through employment as a structural-level intervention for preventing adolescent and young adult HIV infection. The study will pilot-test an effective, theoretically driven employment program (increased individual income and independence [iFOUR]), for HIV-positive adults, and adapt it to the needs of black and Latinx YMSM, YTW, and GNC youth aged 16 to 24 years who are vulnerable to HIV exposure.ObjectiveThis paper aimed to describe the protocol for the exploratory phase of W2P. The purpose of this phase was to determine the essential components needed for a structural-level employment intervention aimed at increasing job-seeking self-efficacy and career readiness among black and Latinx YMSM, YTW, and GNC youth aged 16 to 24 years.MethodsThe exploratory phase of the W2P study consisted of in-depth interviews and focus groups with members of the target community as well as brief interviews with lesbian, gay, bisexual, transgender, and queer (LGBTQ)–inclusive employers. The study team will conduct in-depth interviews with up to 12 YMSM and 12 YTW and GNC youth, up to 10 focus groups with a maximum of 40 YMSM and 40 YTW and GNC youth, and up to 40 brief interviews with LGBTQ-inclusive employers. Participants will be recruited through a community-based recruiter, passive recruitment in community spaces and on social media, and active recruitment by research staff in community spaces serving LGBTQ youth.ResultsIn-depth interviews were conducted with 21 participants, and 7 focus groups were conducted with 46 participants in total. In addition, 19 brief interviews with LGBTQ-inclusive employers were conducted. The analysis of the data is underway.ConclusionsPreliminary findings from the formative phase of the study will be used to inform the tailoring and refinement of the iFOUR adult-based intervention into the youth-focused W2P intervention curriculum. Perspectives from YMSM, YTW, GNC youth, and LGBTQ-inclusive employers offer a multidimensional view of the barriers and facilitators to adolescent and young adult LGBTQ employment. This information is critical to the development of a culturally appropriate and relevant youth-focused intervention.Trial RegistrationClinicalTrials.gov NCT03313310; https://clinicaltrials.gov/ct2/show/NCT03313310International Registered Report Identifier (IRRID)DERR1-10.2196/16384

The Connections of Parole and Probation Agent Communication Patterns With Female Offenders' Job-Seeking Self-Efficacy.

Using subsamples of 130 and 96 women on probation and parole, this research explores the direct effect of the supervising agent's communication patterns on client job-seeking self-efficacy. It also tests for the mediating effect through client psychological reactance, which is a feeling that one's freedoms are threatened. Agent and client reports of a conformity pattern of communication were associated with lower levels of job-seeking self-efficacy. Client reactance mediated this relationship. Agent and client reports of a conversational pattern of communication were associated with increased job-seeking self-efficacy. The results suggest that conformity-oriented communication should be avoided because of its potential to increase reactance and to promote low job-seeking self-efficacy. In contrast, conversational communication appears to have more positive effects on job-seeking self-efficacy. Findings highlight communication as a pathway through which agents can improve behavioral outcomes for women offenders searching for work.

Relationships Between Perception of Opportunity inequality, Job-Seeking Self-Efficacy and Career Preparation Behavior in College Students Majoring in Cosmetology

Relationships Between Perception of Opportunity inequality, Job-Seeking Self-Efficacy and Career Preparation Behavior in College Students Majoring in Cosmetology

Exploring Individual and Structural Factors Associated with Employment Among Young Transgender Women of Color Using a No-Cost Transgender Legal Resource Center.

Purpose: The purpose of this study was to explore individual and structural factors associated with employment among young transgender women (TW) of color.Methods: Sixty-five trans women of color were recruited from the Transgender Legal Defense and Education Fund to complete a 30-min interviewer-assisted survey assessing sociodemographics, housing, workplace discrimination, job-seeking self-efficacy, self-esteem, perceived public passability, and transactional sex work.Results: Logistic regression models revealed that stable housing (structural factor) and job-seeking self-efficacy (individual factor) were significantly associated with currently being employed.Conclusion: Our findings underscore the need for multilevel approaches to assist TW of color gain employment.

Assessing Vocational Competency of People with Serious Mental Illness through Self-Report: A Brief Clinical Measure

Self-determination theory (SDT) can be used as a framework to assess self-determined work motivation and vocational recovery in people with serious mental illness (SMI). Vocational competency is a key SDT construct associated with self-determined motivation, rehabilitation engagement, and vocational recovery. The purpose of this study was to validate a brief vocational competency measure, the LSI-Vocational Competency Scale (LSI-VCS), which was adapted and abbreviated from the Life Skills Inventory (LSI), for people with SMI. Results confirmed a two-factor measurement structure and the two factors were labeled as job performance self-efficacy and job seeking self-efficacy. Both factors demonstrated acceptable levels of internal consistency reliability and correlated with other SDT vocational constructs in the expected directions. The LSI-VCS is a brief and psychometrically sound self-report measure that can be used to assess vocational competency of people with SMI in psychiatric rehabilitation research and practice.

The Effect of Career Mentoring on Employment Outcomes for College Students who Are Legally Blind

Introduction College graduates with visual impairments (that is, those who are blind or have low vision) often face challenges in securing competitive employment after graduation. Working with a mentor who is also visually impaired, and working in the same field, can provide important benefits to overcome these barriers. Methods A nationwide longitudinal study, involving random assignment to an intervention group working with a mentor or a comparison group given traditional career resources, evaluated changes in job-seeking self-efficacy, assertiveness in job hunting, and career adaptability over the course of one year as legally blind college students prepared to graduate and enter the job market. Employment outcomes, job satisfaction, and evaluation of the mentoring program were also measured. Results Those working with mentors demonstrated increased job-seeking self-efficacy, career adaptability, and significant gains in assertiveness in job-hunting compared to those receiving only traditional job-search resources. Although no significant differences were found between groups for employment rate or job satisfaction, participants reported high satisfaction with the program. Discussion Working with a mentor demonstrated positive trends for self-efficacy, career adaptability, and significant increases in job-hunting assertiveness among visually impaired college students with legal blindness. Participants were highly committed and found the program beneficial. Small sample size may have limited the ability to detect significant differences in employment outcomes.

An exploratory pilot study to assess self-perceived changes among social assistance recipients regarding employment prospects after receiving dental treatment.

BackgroundStrengthening self-efficacy in job-seeking among individuals with dental problems has been identified as an important factor in facilitating job procurement and maintenance. There is no knowledge about whether receiving dental treatment improves someone’s self-efficacy in seeking a job. This work explores this relationship.MethodsAn exploratory pilot study of a convenience sample of 30 social assistance recipients of Ontario, Canada, was conducted using a pre- and post-dental treatment survey, which included both quantitative and qualitative components. The survey included two validated instruments Oral Health Impact Profile (OHIP-14) and Job-Seeking Self-efficacy scale (JSS). Changes in scores of both scales following dental treatment were calculated. Pearson correlation was performed between OHIP-14 and JSS scores. Qualitative data were transcribed and interrelated ideas were grouped together to generate themes.ResultsMean scores for OHIP-14 (23.4 to 6.7, p < 0.001, effect size: 1.75) and median scores for JSS (4.9 to 5.5, p = 0.002, effect size: 0.40) changed significantly after receiving dental treatment. A significant negative correlation (−0.56, p = 0.001) was observed between OHIP-14 and JSS scores indicating that job-seeking self-efficacy improves with improvement in oral health related quality of life (OHRQoL). Qualitative analysis reveals participants’ physical and psychosocial impacts of dental problems; barriers experienced in accessing dental care and seeking a job; and changes perceived after receiving dental care.ConclusionResults of our survey indicate that social assistance recipients experience negative impacts of dental problems and perceive improvements in OHRQoL and job-seeking self-efficacy after receiving dental treatment.Electronic supplementary materialThe online version of this article (doi:10.1186/s12903-015-0119-2) contains supplementary material, which is available to authorized users.

Effects of mindfulness-based stress reduction course on stress, mindfulness, job self-efficacy and motivation among unemployed people

The current study examines the effects of mindfulness-based stress reduction program on participants receiving unemployment benefit payments. A pretest posttest control group design was used. The participants ( N = 43) were randomly divided into two groups. The experimental group followed the mindfulness-based stress reduction program in a group-setting with a trainer whereas the control group did not receive any training. All the participants received a pre-test and a post-test. Stress was measured with the Perceived Stress Scale, mindfulness with the Questionnaire on Everyday Experiences, self-efficacy with regard to finding a job with the Job Seeking Self-Efficacy Scale and motivation was measured with a questionnaire developed by the researchers. The results showed that stress symptoms had reduced and the focus on everyday activities had increased in the experimental group setting. Confidence in being able to find a job also increased. With respect to motivation to go to job interviews, no increase was found between the initial and final measurements for either group.

Empleabilidad Percibida y Autoeficacia para la Búsqueda de Empleo en Universitarios

Employability refers to one persons job opportunities taking into account its personal characteristics and social context. Different components have been proposed for employability, including professional qualifications, personal competences and knowledge of the labour market. Also, different authors have related employability and self-efficacy. The main objective of this work consists on testing an unidimensional conception of perceived employability and analysing its relations with self-efficacy in the job-seeking process. Sample was composed by 462 university students and graduates. An Employability Perception Scale and a Job-seeking Self-Efficacy Scale were used. Results show, through confirmatory factorial analysis, the unidimensionality of both scales and a Pearsons correlation between them of .56.

Construction and Field Testing of the Job Seeking Self-Efficacy Scale

The purpose of this study was to develop an instrument, the Job Seeking Self-Efficacy Scale, to measure perceived self-efficacy in job-seeking activities . The construction of the instrument, which incorporated tasks that have been determined to be important in job seeking for individuals with disabilities, was based on Bandura's theory of self-efficacy. Items and subscales were empirically identified, and the reliability and validity of the subscales were examined. Recommendations for future research and applications to rehabilitation counseling practice and program evaluation are discussed.

Development of job-seeking ability in people with arthritis: evaluation of a pilot program.

Working Horizons is an intervention designed to prevent work disability by addressing the internal and external barriers faced by people with arthritis in their attempts to enter or maintain their positions in the employment arena. The aim of the pilot study was to determine whether Working Horizons influenced participants' self-efficacy and psychological well-being and to describe the experience of Working Horizons from the perspectives of participants and employment advisors (EAs). The study was a pre-test post-test design with an Intervention Group (n = 22) and Comparison Control Group (n = 22). Quantitative data were collected by self-completed questionnaires at baseline and at six-months follow-up. Qualitative data were collected via open questions on the questionnaires, interviews with a sub-sample of 10 participants, and a focus group with EAs at the end of the programme. Pilot data suggested that Working Horizons was effective in terms of increasing participants' job-seeking self-efficacy. In addition, the Intervention Group showed significant improvements on self-esteem and satisfaction with life. Qualitative findings confirmed that participants felt more 'confident' in relation to seeking employment, were more accepting of their condition, felt more positive and had greater awareness of the social model of disability. Participants valued the emotional and instrumental support provided by the EAs, who acted as successful 'work' role models. Interventions, such as Working Horizons, may be an effective means of addressing work disability, acting as a gateway to statutory services. The value of suitable role models in mentoring capacities was highlighted.

A job-seeking self-efficacy scale for people with physical disabilities: Preliminary development and psychometric testing

People with disabilities are at an increased risk of unemployment. The role of interventions aiming to enhance the employment prospects of people with disabilities is receiving increased attention. However, evaluation is hampered by the paucity of measures specific to the needs of the target population. The purpose of the present study was to develop and conduct preliminary testing of the psychometric properties of a job-seeking self-efficacy (JSS) scale that reflected the experiences of people with physical disabilities. Job-seeking self-efficacy was defined as perceived ability to perform the skills involved in seeking employment that are salient to people with disabilities. Scale development and testing involved four studies and resulted in the 12-item JSS scale and six-item managing disability at interview (MDI) component, both of which were unidimensional and had high internal consistency. In addition, there was evidence of construct and concurrent validity. Greater jobseeking self-efficacy and perceived ability to manage disability at interview were associated with more positive psychological well-being. Only the MDI component was associated with physical functioning: lower perceived ability to manage disability at interview was associated with greater impairment of physical functioning. The pattern of associations supported the rationale for a separate component reflecting the need to resolve practical issues linked to access and availability of facilities before participation in the interview procedure per se .

A comparison of psychological characteristics of employed and unemployed professionally qualified immigrants

Based on a review of the literature, it was hypothesised that acculturation, interpersonal and task job-seeking self-efficacy, locus of control, assertiveness, English fluency, length of residence, age, and gender predicted employment status of professionally qualified immigrants. Data were obtained from 55 employed and 62 unemployed professionally qualified immigrants. A discriminant function analysis revealed that unemployed immigrants spent fewer years in Australia and reported lower confidence in both their interpersonal and task job-seeking skills compared with employed immigrants. Acculturation, English fluency, age, and gender were not predictive of employment status. The findings were interpreted as providing suggestions for training interventions for unemployed immigrants.

Employment Assistance Needs of Accompanying Spouses following Relocation

A diverse sample of 503 matched dual-income relocated couples (employee and accompanying spouses) from 74 organizations across the United States and Canada provided data for the present study. Spouses’ interest in job-related relocation assistance was examined, and their differential interest in service explored across different types of spouses. Results indicated that variables such as sex of the accompanying spouse and job seeking self-efficacy were important in understanding spouses’ need for employment assistance. Results are discussed in terms of theory-building and practical suggestions for assisting spouses and their families following relocation.