Job-Search Perspectives on Migration Behaviour

1978 ◽  
Vol 10 (5) ◽  
pp. 519-535 ◽  
Author(s):  
J R Miron
Keyword(s):  
Job Search ◽  
Empirical Work ◽  
Theoretical Models ◽  
Search Theory ◽  
Interregional Migration ◽  
Job Seekers ◽  
Macroeconomic Theory ◽  
Migration Behaviour ◽  
Theoretical View ◽  
Job Finding

Although considerable empirical work has been undertaken to estimate interregional migration models, there has not been a corresponding attempt to construct more rigorous theoretical models. For over a decade, Sjaastad's (1962) basic analysis has been unsurpassed. The more recent paper by David (1974), however, attempts to lay a firm microeconomic and risk-analytic foundation for migration models by using concepts arising from job-search theory. His analysis is still quite limited in its perspective on migration, and the present paper attempts to derive a more satisfactory theoretical view of migration. In particular, the various aspects of job-search theory as it has been applied to macroeconomic theory are reviewed and the relevance of these to migration behaviour are assessed. The paper emphasizes (1) differences between search models concerned with wage dispersion and those concerned with job finding, (2) the information possessed by job seekers about different labour markets, (3) alternative search strategies including voluntary job quitting and the migration of unemployed job seekers, and (4) different measures of job-finding probabilities. Although several theoretical models are presented, the main purpose of the paper is to provide a systematic overview of the issues in model design in this important new area of migration research.

Job-Search Behavior as a Multidimensional Construct: A Review of Different Job-Search Behaviors and Sources

2014 ◽  
Author(s):  
Greet van Hoye
Keyword(s):  
Job Search ◽  
Search Behavior ◽  
Theoretical Models ◽  
Future Research ◽  
Job Seekers ◽  
Job Search Behavior ◽  
Research Findings ◽  
Unidimensional Construct ◽  
Search Behaviors ◽  
Search Quality

Both theoretical models of job search and empirical research findings suggest that job-search behavior is not a unidimensional construct. This chapter addresses the multidimensionality of job-search behavior and provides a systematic review of the different job-search behaviors and sources studied in the job-search literature and their relationships with antecedent variables and employment outcomes. Organized within three major dimensions (effort/intensity, content/direction, and temporal/persistence), job-search effort and intensity, job-search strategies, preparatory and active job-search behaviors, formal and informal job sources, specific job-search behaviors, job-search quality, job-search dynamics, and job-search persistence are discussed. This review strongly suggests that it is essential to consider all the dimensions of job-search behavior for understanding job-search success in both practice and research. This study points to a number of key implications for job seekers and employment counselors as well as crucial directions for future research.

Job-Search Behavior of the Unemployed: A Dynamic Perspective

2014 ◽  
Author(s):  
Zhaoli Song ◽  
Shu Hua Sun ◽  
Xian Li
Keyword(s):  
Social Issue ◽  
Job Search ◽  
Search Behavior ◽  
Theoretical Models ◽  
Job Seekers ◽  
Research Designs ◽  
Job Search Behavior ◽  
Dynamic Perspective ◽  
The Unemployed ◽  
Analytical Approaches

Unemployment is a major social issue in modern societies. Unemployed workers obtain reemployment mainly through their job-search activities. This chapter documents the literature on the uniqueness, antecedents, and outcomes of job-search behaviors of the unemployed. Because job-search behavior has recently been examined as a dynamic process, we summarize theoretical models, research designs, and analytical approaches in studying job-search dynamics, particularly with regard to unemployed job seekers. We further suggest conceptualizing and empirically examining job-search as behavioral episodes to enhance our understanding of job-search dynamics.

Coworkers, Networks, and Job-Search Outcomes among Displaced Workers

ILR Review ◽  
2019 ◽  
Vol 74 (1) ◽  
pp. 95-130 ◽  
Author(s):  
Perihan Ozge Saygin ◽  
Andrea Weber ◽  
Michèle A. Weynandt
Keyword(s):  
Social Networks ◽  
Job Search ◽  
Displaced Workers ◽  
Job Seekers ◽  
Market Outcomes ◽  
New Employees ◽  
Administrative Records ◽  
Work Related ◽  
Job Opportunities ◽  
Job Finding

This article examines the mechanisms by which social networks affect the labor market outcomes of displaced workers. The authors draw on administrative records for the universe of private-sector employment in Austria to identify work-related networks among former coworkers. They analyze the importance of social networks for both job seekers and hiring firms. For job seekers, results indicate that having a high share of former coworkers who are currently employed in expanding firms improves job-finding success. For firms seeking to hire new employees, the authors find that a firm is twice as likely to hire a displaced worker with a former-coworker link to one of their current employees than to hire a worker displaced from the same closing firm but without a link. These results suggest that information about job opportunities and demand-side conditions is transmitted in work-related networks between workers and firms.

scholarly journals Job Seekers’ Self-Directed Learning Activities Explained Through the Lens of Regulatory Focus

2021 ◽  
pp. 089484532199164
Author(s):  
Adam M. Kanar ◽  
Dave Bouckenooghe
Keyword(s):  
Job Search ◽  
Regulatory Focus ◽  
Self Efficacy ◽  
Learning Activities ◽  
Job Seekers ◽  
Self Directed Learning ◽  
Significant Relationships ◽  
Directed Learning ◽  
Job Searching

This study aimed to understand the role of regulatory focus for influencing self-directed learning activities during a job search. The authors surveyed 185 job-searching university students at two time points to explore the conditions under which regulatory focus (promotion and prevention foci) impacts self-directed learning activities and the number of employment interviews secured. Both promotion and prevention foci showed significant relationships with self-directed learning activities and number of interviews, and positive and negative affect partially mediated these relationships. The relationships between both regulatory focus strategies and self-directed learning were also contingent on self-efficacy. More specifically, prevention focus and self-directed learning showed a positive relationship for job seekers with high levels of self-efficacy but a negative one for job seekers with low levels of self-efficacy. This research extends the understanding of the role of regulatory focus in the context of self-directed learning during a job search. Implications for research and practice are discussed.

scholarly journals Race and Networks in the Job Search Process

2019 ◽  
Vol 84 (6) ◽  
pp. 983-1012 ◽  
Author(s):  
David S. Pedulla ◽  
Devah Pager
Keyword(s):  
Social Networks ◽  
Labor Market ◽  
African Americans ◽  
Racial Disparities ◽  
Job Search ◽  
Search Process ◽  
Job Seekers ◽  
Employment Opportunities ◽  
Black And White ◽  
Job Offers

Racial disparities persist throughout the employment process, with African Americans experiencing significant barriers compared to whites. This article advances the understanding of racial labor market stratification by bringing new theoretical insights and original data to bear on the ways social networks shape racial disparities in employment opportunities. We develop and articulate two pathways through which networks may perpetuate racial inequality in the labor market: network access and network returns. In the first case, African American job seekers may receive fewer job leads through their social networks than white job seekers, limiting their access to employment opportunities. In the second case, black and white job seekers may utilize their social networks at similar rates, but their networks may differ in effectiveness. Our data, with detailed information about both job applications and job offers, provide the unique ability to adjudicate between these processes. We find evidence that black and white job seekers utilize their networks at similar rates, but network-based methods are less likely to lead to job offers for African Americans. We then theoretically develop and empirically test two mechanisms that may explain these differential returns: network placement and network mobilization. We conclude by discussing the implications of these findings for scholarship on racial stratification and social networks in the job search process.

On temporary layoffs and job search theory

1979 ◽  
Vol 2 (3) ◽  
pp. 281-285 ◽  
Author(s):  
Yannis M. Ioannides
Keyword(s):  
Job Search ◽  
Search Theory

Job-Search Activities, Job-Seeking Barriers, and Work Experiences of Transition-Age Youths With Visual Impairments

2021 ◽  
pp. 0145482X2110591
Author(s):  
Jennifer L. Cmar ◽  
Anne Steverson
Keyword(s):  
Job Search ◽  
Parental Support ◽  
Visual Impairments ◽  
Work Experiences ◽  
Job Seekers ◽  
Short Term ◽  
Work Activity ◽  
Transition Age ◽  
Work Activities ◽  
Job Seeking

Introduction: The purpose of this study was to describe the job-seeking and work experiences of transition-age youths with visual impairments. Methods: We analyzed follow-up data from a quasi-experimental study of a job-search intervention conducted from 2016 to 2019. Participants were 88 youths with visual impairments from three states; approximately half received the job-search intervention, and the other half served as a comparison group. Measures included job-search activities and outcomes, job-seeking barriers, volunteer and work experiences, and parental support for job-seeking. Results: Commonly reported job-search activities were preparing or revising resumes, talking to people about jobs, submitting applications, and submitting resumes, but most participants performed these activities infrequently. Many job-seekers encountered barriers during their job search, and few searches resulted in paid employment. Participants generally reported moderate levels of preparation to handle job-seeking barriers and parental support for job-seeking. Intervention and comparison participants had similar results on most measures, with few exceptions. Discussion: When youths actively search for a job but do not find one, their motivation to continue job-seeking may be reduced, particularly if their preparedness to overcome job-seeking barriers is low. Although many participants had some engagement in volunteer or work activities, short-term work experiences were the most common—and perhaps most misunderstood—work activity. Implications for practitioners: Youths with visual impairments may benefit from feedback on their job-seeking approach, application materials, and interview skills so they can make changes and determine how to focus or refocus their efforts. In addition to offering feedback, service providers can provide ongoing support to youth job-seekers and encourage them to persist in their job search. Explicit discussions about different types of work activities may help transition-age youths understand how short-term work experiences differ from paid jobs.

Mastering the Job Market

2021 ◽  
Author(s):  
Elizabeth L. Shoenfelt
Keyword(s):  
Job Search ◽  
Technical Writing ◽  
American Psychological Association ◽  
Oral Communication ◽  
Nationwide Survey ◽  
Job Seekers ◽  
Job Market ◽  
Master's Programs ◽  
Knowledge And Skills ◽  
Business Acumen

Mastering the Job Market: Career Issues for Master’s Level Industrial-Organizational Psychologists is the definitive source for practical advice and data-based recommendations addressing key issues leading to successful careers as industrial-organizational (I-O) master’s practitioners. Both the U.S. Bureau of Labor Statistics and the American Psychological Association have reported a bright outlook for I-O master’s graduates. The increased interest in and growth of I-O master’s programs and graduates are attributed to higher visibility in the workplace, readily obtained jobs, interesting work, and great pay. A large nationwide survey of I-O master’s practitioners and their employers lays the foundation for the data-based recommendations throughout the book. Authors from top-ranked I-O master’s programs address topics such as the job search, applying for jobs, on-boarding, organizational roles, salaries, career transitions, and maintaining professionalism throughout one’s career. Critical insights into the nuts and bolts of conducting a job search and other specific strategies are provided to enable job seekers to land one or multiple job offers within six months of graduation. Competencies identified as essential for success as an I-O practitioner include core I-O knowledge and skills, as well as enabling competencies such as oral communication, business acumen, consulting skills, project management, ethics, and technical writing. Mentoring is discussed, and three best practices are recommended for maximizing mentoring relationships. Recommendations are made for professional development opportunities for I-O master’s graduates to increase their knowledge and skills and to advance their careers. Graduates overwhelmingly perceive their I-O master’s degree to be valuable for their career success.

A Job Club for Older Job Seekers

2017 ◽  
Vol 45 (6) ◽  
pp. 551-565 ◽  
Author(s):  
Yoshie Nakai ◽  
Stephen C. Hill ◽  
Andrea F. Snell ◽  
Jared Z. Ferrell
Keyword(s):  
Job Search ◽  
Job Seekers ◽  
Latent Growth ◽  
Training Outcomes ◽  
Emotion Control ◽  
Perceived Utility ◽  
Dynamic Measures ◽  
In The Beginning ◽  
The Relationship ◽  
Attitude And Motivation

The purpose of the current study is to explore the changes in participants’ attitude toward job search and perceived utility of training during job search interventions, called job clubs, designed for older adults. Latent growth modeling was used to examine the trajectories of these outcomes during 3-week-long job clubs. In addition, the study examined the relationship between participants’ self-regulatory skills (emotion control and motivation control) and the training outcomes. In Study 1 (20 job clubs, N = 200) and Study 2 (36 job clubs, N = 385), participants showed continuous positive change in the attitude and perceived utility of training. Although self-regulatory skills in the beginning of job club were not related to the improvement in the outcomes, dynamic measures of emotion control predicted change in attitude and motivation control predicted both attitude and perceived utility of training.

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