Mentor career support and protégé career planning and self-defeating job search behavior

2014 ◽  
Vol 2014 (1) ◽  
pp. 13093
Author(s):  
Robert W. Renn ◽  
Robert Steinbauer ◽  
Robert R Taylor ◽  
Daniel James Detwiler
Keyword(s):  
Job Search ◽  
Career Planning ◽  
Search Behavior ◽  
Career Support ◽  
Job Search Behavior

Employability-oriëntatie van studenten en voorgenomen baanzoekgedrag

2007 ◽  
Vol 20 (2) ◽  
Author(s):  
Karen van Dam ◽  
Linda van der Zanden ◽  
Valeria Piras
Keyword(s):  
College Students ◽  
Job Search ◽  
Career Planning ◽  
Negative Relationship ◽  
Search Behavior ◽  
Career Commitment ◽  
Work Practice ◽  
Job Search Behavior ◽  
Future Work ◽  
Core Self

Employability orientation of college students Employability orientation of college students K. van Dam, L. van der Zanden & Valeria Piras, Gedrag & Organisatie, volume 20, June 2007, nr. 2, pp. Based on Fugate, Kinicki and Ashforth's (2004) employability model, we investigated students' employability-oriëntation: what is their attitude toward their flexibility and availability in their study and future work situation, and how does this employability-orientation relate to intended job search behavior? Data from 109 students showed that the aspects of personal adaptability (learning orientation, core-self evaluations, and extraversion) had positive relationships with employability-orientation. And whereas career-planning showed a positive relationship, career commitment showed a negative relationship with employability-orientation. In turn, employability-orientation predicted intended job search behavior. In addition, education and work practice made a difference. The findings have theoretical and practical relevance.

Networking: A Simulation of Job Search Behavior

1998 ◽  
Vol 29 (2) ◽  
pp. 260-264
Author(s):  
Rajib N. Sanyal ◽  
Joao S. Neves
Keyword(s):  
Job Search ◽  
Search Behavior ◽  
Job Search Behavior

Networking as a Job-Search Behavior and Career Management Strategy

2014 ◽  
Author(s):  
Monica L. Forret
Keyword(s):  
Social Networks ◽  
Social Network ◽  
Job Search ◽  
Management Strategy ◽  
Search Behavior ◽  
Career Management ◽  
Future Research ◽  
Job Seekers ◽  
Job Search Behavior ◽  
New Jobs

Networking is often cited as a key to job-search success; however, relatively little scholarly research on networking as a job-search behavior exists. The purpose of this chapter is to review the literature on networking and its relevance for job-search success and career management more broadly. The use of networking for both obtaining new jobs at different employers as well as advancing upward in one’s current organization is considered. This chapter describes the importance of networking for developing career competencies, how networking can enhance a job seeker’s social network, and barriers faced by women and minorities in building their social networks. The multiple ways in which networking has been measured are described, along with the antecedents and outcomes of networking behavior pertinent to job seekers. This chapter discusses the implications of networking as a job-search behavior for job seekers, career counselors, and organizations and concludes with future research suggestions for scholars.

scholarly journals Linking Mentoring and Job Search Behavior: A Moderated Mediation Model

SAGE Open ◽  
2021 ◽  
Vol 11 (4) ◽  
pp. 215824402110672
Author(s):  
Ruirui Lian ◽  
Wenjing Cai ◽  
Kun Chen ◽  
Hongru Shen ◽  
Xiaopei Gao ◽  
...  
Keyword(s):  
Undergraduate Students ◽  
Job Search ◽  
Self Efficacy ◽  
College Graduates ◽  
Self Regulation ◽  
Search Behavior ◽  
Survey Study ◽  
Job Search Behavior ◽  
Search Behaviors ◽  
The Impact

The present research aims to explore the impact of mentoring relationship on college graduates’ job search behavior among Chinese undergraduate students by examining the mediator of job search intention and the moderator of job search self-efficacy. A two-wave survey study was conducted in China ( N = 594). Our findings show a positive indirect relation between mentoring and college graduates’ job search behaviors through job search intention. The graduates’ job search self-efficacy positively moderated the indirect relationship such that when job search self-efficacy was higher, the influence of mentoring on behavior via job search intention was stronger. These findings extend the literature by clarifying how and when mentoring facilitates graduates’ job search behaviors and provide practical implications for facilitating a smooth school-to-work transition in China. As the first study that empirically clarifies why (through job search intention) and when (job search self-efficacy) mentoring function is positively related to job search behavior among Chinese undergraduate students, the present study contributes to the existing mentoring and job search literature. Future research is encouraged to extend the findings by integrating theory of planned behavior (TPB) with self-regulation theory toward deepening current understanding of how and when mentoring can contribute to a student’s success in job search behavior.

scholarly journals Job Search Behavior over the Business Cycle

2014 ◽  
Author(s):  
Toshihiko Mukoyama ◽  
Christina Patterson ◽  
Aysegul Sahin
Keyword(s):  
Business Cycle ◽  
Job Search ◽  
Search Behavior ◽  
Job Search Behavior ◽  
The Business Cycle

Do employee perceptions of needs–supply fit impact job satisfaction and job search behavior?

2021 ◽  
Vol 47 (1) ◽  
pp. 31-40
Author(s):  
Rama Krishna Kishore Vandavasi ◽  
David McConville ◽  
Jin-Feng Uen ◽  
Ko-Wei Wu
Keyword(s):  
Job Satisfaction ◽  
Job Search ◽  
Practical Importance ◽  
Search Behavior ◽  
Intention To Leave ◽  
Employee Perceptions ◽  
Subjective Perceptions ◽  
Indirect Measures ◽  
Job Search Behavior ◽  
The Individual

In this study, a job characteristics profile is developed to calculate indirect measures of needs–supply (N-S) fit. Two surveys were conducted with employees in Taiwan, to test N-S fit, employee job satisfaction, intention to leave, and job search behavior. The findings show that employee perceptions of indirect N-S fit are significantly related to job satisfaction and negatively related to intention to leave and job search behavior. We find that an individual’s desires, needs, and subjective “fit” perceptions can impact considerably on how the individual thinks and feels about their job and their inclinations to leave. In addition to contributing empirical evidence of how employee perceptions of N-S fit can affect employee intentions to leave, we conclude that it is of practical importance for practitioners to assess the congruence between an employee’s perceptions of what he or she needs in a job and their subjective perceptions of what is supplied.

MOTIVATION AND ACTIVE JOB SEARCH BEHAVIOR IN YOUNG PEOPLE: GENDER DIFFERENCES

2019 ◽  
Author(s):  
Lucía I. Llinares-Insa ◽  
Pilar González-Navarro ◽  
Rosario Zurriaga-Llórens
Keyword(s):  
Gender Differences ◽  
Young People ◽  
Job Search ◽  
Search Behavior ◽  
Job Search Behavior
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