Search results

Macroeconomic data are examined to identify the factors which influence the job search duration of American workers during the 1970s and 1980s. Among the factors investigated, the overall unemployment rate and personal characteristics of job seekers emerge as more important influences on search time than the techniques used to find work. Instead of relying entirely upon longitudinal micro data or special survey data to test the job search model, readily available macro data series are utilised. A policy implication which may be drawn from the study is that government programmes which intervene into the personal lives of the unemployed are appropriate. Basic education and vocational training as well as job search assistance are suggested for less well‐educated and inexperienced labour‐force participants.

Summer vacation employment plays an important role in the financial survival of students in higher education. Examines what job search methods are used and questionnaire evidence is analysed to establish how success in job search is dependent on a number of control and job search variables. Finds that for students seeking temporary full‐time employment, a search process including either the use of Job Centres and/or responses to newspaper advertisements increases the probability of gaining work. However, females were found to be less likely to gain full‐time temporary work than males. The success of those students seeking part‐time employment was improved by the use of a private employment agency. A mature student was found to be more likely to obtain a job in all of the models.

Employees facing challenges in their careers – i.e. female, migrant, elderly and lower-educated employees – might expect job searches to have a low likelihood of success and might therefore more often stay in unsatisfactory positions. The goal of this study is to discover inequalities in job mobility for these employees.

We rely on a large sample of Dutch public sector employees (N = 30,709) and study whether employees with challenges in their careers are hampered in translating job dissatisfaction into job searches. Additionally, we assess whether this is due to their perceptions of labor market alternatives.

Findings show that non-Western migrant, elderly and lower-educated employees are less likely to act on job dissatisfaction than their advantaged counterparts, whereas women are more likely than men to do so. Additionally, we find that although they perceive labor market opportunities as limited, this does not affect their propensity to search for different jobs.

This paper is novel in discovering inequalities in job mobility by analyzing whether employees facing challenges in their careers are less likely to act on job dissatisfaction and therefore more likely to remain in unsatisfactory positions.

This study aims to explore the relationships between career competencies and job search self-efficacy via the serial multiple mediation effect of career adaptability and self-perceived employability within multiple theoretical frameworks.

This study adopts a cross-sectional design to collect data at a specific point in time and employs self-report questionnaires to collect data from participants. In total, 302 students from the “management and organization department” in a vocational school of a public university completed the survey forms. To test the hypothesized model, a serial multiple mediation analysis was performed using structural equation modeling (SEM) via SPSS (Statistical Package for Social Sciences) AMOS (Analysis of Moment Structures).

The results indicated that career competencies, career adaptability, job search self-efficacy and self-perceived employability all had significant and positive relationships. Additionally, the relationship between career competencies and job search self-efficacy was serially mediated by career adaptability and self-perceived employability as anticipated.

Considering the growing importance of the subject of how universities might better prepare their graduates for the job market, the study's findings have important policy implications. University students should also be provided with career management resources, specifically adaptation resources, to help them navigate their individual characteristics and transfer more successfully into the existing job market. This is the cause of the need for constant planning, adaptation, assessment and evaluation of career competencies in current labor markets.

The study contributes to international career development and vocational education research by filling a gap in the literature by demonstrating that job search self-efficacy, which is a predictor of job search behavior, can be promoted by career competencies, career adaptability and self-perceived employability. These findings are particularly significant because they highlight the importance of career-related knowledge, skills and abilities in engaging university students seeking employment in a developing country with a highly competitive labor market.

The two main purposes of the paper are: first, to provide an empirical test of the widely‐held view among employers that overqualified workers are less committed as evidenced by heightened levels of job search, and second, to evaluate the three explanations of overqualification (matching theory, the theory of differential overqualification, and the career mobility hypothesis) in which job search plays a central role.

Maximum likelihood probit estimation is conducted on a sample of employed Canadians aged 18 and over who were surveyed in 2000. Predictors of job search are derived from the economic assumption that the employee's decision to undertake job search depends on a cost‐benefit assessment.

The empirical results indicate that overqualified workers are more active job searchers, and lend support to the matching theory view that overqualification is sub‐optimal from the worker's perspective.

This paper adds to the small number of European studies exploring the connection between overqualification and job search. The impacts of overqualification are especially important for Canadian employers given the high incidence of overqualification of the Canadian work force.

This article outlines the development of the Refugee Job Search Process Framework (RJSPF), which was created to help identify barriers that refugees face when trying to find employment. The framework incorporates an interdisciplinary, multi-level approach to the job search, delving into research from migration studies and Industrial/Organizational psychology to outline factors that exist on both the side of the refugee applicant and the organization at each stage of the RJSPF. The authors also tested the RJSPF with Syrian refugees and service providers in Canada to examine the validity of each component of the model.

The authors used a semi-structured format to interview refugees and service providers on their experiences in either trying to find employment or helping their refugee clients with the job search process. After transcribing the interviews, the data were independently coded, quantified, and analysed using Nvivo software to validate the RJSPF.

The majority of the RJSPF either had high or moderate support from the interviews. The authors also identified 6 broader themes using thematic analysis, which include language fluency, credential recognition, Canadian experience “catch 22”, cultural incongruencies, employer exploitation, and mental health for successful employment.

The RJSPF is a new integration of disparate theories of job search experiences in a literature that lacks an organizing framework and perspective on the unique challenges refugees face in this area compared to other newcomers. In doing so, the authors use an interdisciplinary, multi-level approach that extends the nomological network of barriers facing refugees, therefore informing future research and practice.

In the context of demographic and economic changes, helping mature age job seekers find employment is imperative. The purpose of this paper is to examine mature age job seekers’ proactive personality as a moderator of the relationship between age and job search intensity; and to examine job search self-efficacy as a mediator of this moderation effect. It was hypothesized that the generally negative relationships between age and job search self-efficacy and intensity are weaker among job seekers with a more proactive personality.

In total, 188 job seekers between 40 and 64 years completed an online questionnaire. Data were analyzed using structural equation modeling.

Consistent with previous research, age was negatively related to job search intensity. Proactive personality was positively related to job search intensity and moderated the relationship between age and job search intensity. Extending previous research, proactive personality also positively predicted job search self-efficacy and moderated the relationship between age and job search self-efficacy which, in turn, positively predicted job search intensity.

Potential limitations of the study include the cross-sectional design, sample selectivity, and the omission of possibly important control variables.

Practitioners, organizations, and societies concerned with helping mature age job seekers find employment could provide additional support to those with a less proactive personality and low job search self-efficacy.

This study extends previous research by showing that mature age job seekers’ job search self-efficacy mediates the moderating effect of proactive personality on the relationship between age and job search intensity.

The purpose of this study is to examine the (1) psychometric properties of Crossley and Highhouse's job search strategy scale and (2) the predictive utility of the scale on fit perceptions.

Data were collected from unemployed job seekers in Ghana (n_T1 = 720; n_T2 = 418). Exploratory and confirmatory factor analyses were conducted to examine the data.

Exploratory factor analysis on the first random sub-sample (n = 362) supported a three-factor model. Confirmatory factor analysis on the second random sub-sample (n = 358) confirmed the three-factor structure and was invariant across job search contexts and genders. Moreover, structural path results showed that the use of focussed and exploratory job search strategies facilitated positive fit perceptions and the use of haphazard job search resulted in poor job fit perceptions.

This study is the first to examine the dimensionality of job search strategies based on different job search context by linking it to fit perceptions. Moreover, the authors provide evidence that the job search strategy scale has a valid psychometric property and a promising instrument to assess job search behaviour across job search contexts and genders in an understudied population.

The web is now a significant component of the recruitment and job search process. However, very little is known about how companies and job seekers use the web, and the ultimate effectiveness of this process. The specific research questions guiding this study are: how do people search for job‐related information on the web? How effective are these searches? And how likely are job seekers to find an appropriate job posting or application?

The data used to examine these questions come from job seekers submitting job‐related queries to a major web search engine at three points in time over a five‐year period.

Results indicate that individuals seeking job information generally submit only one query with several terms and over 45 percent of job‐seeking queries contain a specific location reference. Of the documents retrieved, findings suggest that only 52 percent are relevant and only 40 percent of job‐specific searches retrieve job postings.

This study provides an important contribution to web research and online recruiting literature. The data come from actual web searches, providing a realistic glimpse into how job seekers are actually using the web.

The results of this research can assist organizations in seeking to use the web as part of their recruiting efforts, in designing corporate recruiting web sites, and in developing web systems to support job seeking and recruiting.

This research is one of the first studies to investigate job searching on the web using longitudinal real world data.

This study aims to examine the relationship between job search self‐efficacy, employment goals, job search planning, job search behaviors and effort allocated to job search.

The authors expected that employment goals would mediate the effect of job search self‐efficacy on job search planning, job search behaviors and effort allocated to job search. In total, 100 participants completed measures of these concepts. The results are discussed with reference to previous studies and to methodological choices.

Regression analyses did not confirm the hypotheses. Contrary to expectations, employment goals did not mediate the path between self‐efficacy, job search planning, job search behaviors and effort allocated to job search. Instead, self‐efficacy directly influenced job search planning and job search behaviors.

Few studies have investigated the effect of self‐efficacy on goals in job search domain. This paper fills some of the gaps.