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Job Search Behavior (job + search_behavior)
Selected AbstractsPREDICTORS OF JOB SEARCH BEHAVIOR AMONG EMPLOYED AND UNEMPLOYED PEOPLEPERSONNEL PSYCHOLOGY, Issue 1 2004EDWIN A. J. VAN HOOFT This study investigated job search behavior and its predictors among employed and unemployed people. Ajzen's (1985) theory of planned behavior (TPB) was used to predict job search intention and behavior in both groups. In addition, we examined the indirect effects of several other variables (i.e., job satisfaction, organizational commitment, work valence, expectancy, and financial need). Data were collected in a 2-wave longitudinal design, using a sample of employed individuals (N = 989) and a sample of unemployed individuals (N= 317). Results supported the applicability of the TPB in the 2 groups. The attitude-intention-behavior relationship was stronger in the unemployed group than in the employed group. The TPB variables partially mediated the effects of the additional variables studied. [source] The Effect of Verbal Self-Guidance Training for Overcoming Employment Barriers: A Study of Turkish WomenAPPLIED PSYCHOLOGY, Issue 4 2009Basak Yanar Women over the age of 40 were trained in verbal self guidance, a methodology for training people to identify dysfunctional self-statements and translate them into positive self-talk. Subsequently, they (n= 27) had significantly higher self-efficacy with regard to re-employment than their counterparts who had been randomly assigned to a control group (n= 28). In addition, they persisted in job search behavior significantly more so than those in the control group. Job search self-efficacy completely mediated the effect of the training program on job search behavior. Consequently, they were more likely to find a job in their area of interest within 6 months and 1 year of training than were those women in the control group. Des femmes de plus de 40 ans d'une société musulmane, ont été formées à l'auto-régulation verbale, une méthode pour former les personnes à identifier les auto-évaluations dysfonctionnelles et à les traduire en un dialogue intérieur positif. En conséquence, elles (n= 27) ont une auto-efficacité significativement plus élevée en ce qui concerne le retour à l'emploi que leurs homologues du groupe contrôle (n= 28). De plus, elles persistent significativement plus dans le comportement de recherche d'emploi que celles du groupe contrôle. L'auto-efficacité dans la recherche d'emploi influence complètement l'effet du programme de formation sur le comportement de recherche d'emploi. En conséquence, elles étaient plus susceptibles de trouver un emploi en accord avec leur centre d'intérêts en moins de 6 mois et 1 an de formation que les femmes du groupe contrôle. [source] Psychological capital: A positive resource for combating employee stress and turnoverHUMAN RESOURCE MANAGEMENT, Issue 5 2009James B. Avey Abstract Workplace stress is a growing concern for human resource managers. Although considerable scholarly and practical attention has been devoted to stress management over the years, the time has come for new perspectives and research. Drawing from the emerging field of positive organizational behavior, this study offers research findings with implications for combating occupational stress. Specifically, data from a large sample of working adults across a variety of industries suggest that psychological capital (the positive resources of efficacy, hope, optimism, and resilience) may be key to better understanding the variation in perceived symptoms of stress, as well as intentions to quit and job search behaviors. The article concludes with practical strategies aimed at leveraging and developing employees' psychological capital to help them better cope with workplace stress. © 2009 Wiley Periodicals, Inc. [source] | ||||||||||