Hope, adaptability, and job-search intensity among individuals living with serious mental illness

BACKGROUND: Increased intensity in job-search behavior is associated with important employment outcomes like job attainment. There is evidence that work hope, and career adaptability are important antecedents of higher job-search intensity. However, there is no evidence that these relationships exist among individuals living with serious mental illness. OBJECTIVE: This study seeks to improve our understanding of factors that contribute to job-search intensity among individuals living with serious mental illness. METHODS: Eighty-five individuals living with serious mental illness completed surveys of demographics, work hope, career adaptability, and job-search intensity. Correlational and regression analysis was used to examine the primary relationships in this study. RESULTS: Education level, employment status, and use of vocational rehabilitation services were background factors related to job-search intensity. Controlling for background factors, regression analysis found that work hope positively predicted job-search intensity, and career adaptability negatively predicted job-search intensity. Our model explained 35%of the variance in job-search intensity. Additionally, individuals who were employed had significantly higher career adaptability than individuals who were unemployed. CONCLUSIONS: Work hope and career adaptability are related to important vocational outcomes among individuals living with serious mental illness.

Moderators of Career Calling and Job-Search Behaviors among Unemployed Individuals

We examined the relationship between calling, job-search clarity, and job-search intensity in a cross-sectional study of Italian unemployed job seekers (N = 315). Structural equation modeling with observed variables and latent moderated structural equation models were adopted to test whether optimism, self-esteem, and perseverance moderate the relation between calling, job-search clarity and job-search intensity. Perceiving a calling was positively related with job-search clarity and intensity and these relations were stronger in individuals with lower levels of optimism, self-esteem, and perseverance. This study suggests that perceiving a calling is an important personal resource that is related to a clearer job-search goal, more intense job-search activities and can support job seekers in personal adverse condition. These results suggest integrating job-search behaviors in the Work as Calling Theory and that incorporating the construct of calling into career counselors’ practices may increase the efficacy of job-search activities.

Should we talk? Co-rumination and conversation avoidance in job search

Purpose The purpose of this paper is to adopt an approach/avoidance coping framework to examine the relationships of job search co-rumination (i.e. engaging in repeated and excessive conversations with a friend about job search problems) and job search talk avoidance (i.e. persistently seeking to escape conversations about the job search) on job search intensity and job search procrastination. Design/methodology/approach The authors surveyed 196 new labor market entrants (i.e. graduating students) at two points in time during their last semester in college. Findings The authors found that job search co-rumination is positively related to job search intensity, while job search talk avoidance is positively related to job search procrastination. Interestingly, though, the expected negative relationships between job search co-rumination and job search procrastination and between job search talk avoidance and job search intensity were not significant. Practical implications This study has implications for both job seekers and career counselors. For job seekers, understanding how their communication patterns influence their behaviors (and ultimately their success) can help them to see the benefits of a balanced approach to sharing about their job search. Furthermore, career centers could organize either job search mentoring or peer group programs to help job seekers navigate the intricacies of the job search process. Originality/value This study contributes to understanding whether and how talking (or not) with others (i.e. friends and relatives) about one’s job search influences one’s job search behaviors, such as intensity and procrastination.

Keep the expert! Occupational expertise, perceived employability and job search

Purpose In the current war for talent employers are concerned about the idea that the best employees are more likely to leave the organization for another employer (i.e. the management paradox). This study tests this management paradox. The purpose of this paper is to advance our understandings of how employees’ occupational expertise is associated with job search intensity, through its assumed relationships with perceived internal and external employability in the internal and the external labor market. The authors thereby tested the research model across three different age groups (young, middle-aged, and senior employees). Design/methodology/approach The authors conducted a survey among 2,137 professional workers and applied multi-group structural equation modeling. Findings Perceived internal employability negatively mediated the relationship between occupational expertise and job search intensity, whilst there was a positive mediational effect of perceived external employability. Age had a moderating effect on the association between perceived internal employability and job search intensity. Research limitations/implications The findings contribute to the scholarly literature on the management paradox, and the empirical work on employability and age. Practical implications Organizations can recoup their investments in expert workers’ employability and enhance their retention by providing opportunities for internal career development. Originality/value This study is original by including both internal and external employability. By doing so, the authors thereby shedding new light on how occupational expertise might explain job search and how this relationship differs depending on employee age, thereby using a large sample of respondents.

Antecedents of perceived overqualification: a three-wave study

Purpose – The purpose of this paper is to investigate the role of job search on perceived overqualification by applying the theory of planned behavior and including financial need and openness to experience as moderators. Design/methodology/approach – Three questionnaires were given at weeks 1, 8 and 12 to 436 practice firm participants. A total of 119 completed all three questionnaires. The authors used partial least squares to analyze the data. Findings – Job search self-efficacy was positively related to job search intentions and to outcome expectations. Job search intentions were positively related to job search intensity. Financial need acted as a moderator of the relationship between job search intensity and perceived overqualification such that for those with high-financial need higher levels of job search intensity resulted in higher perceived overqualification. Research limitations/implications – The authors found little support for the theory of planned behavior in the model. The authors found strong support for the role of job search self-efficacy and job search intentions. The use of a three-wave design resulted in a relatively low sample size and the use of the practice firm reduces the generalizability of the findings. Practical implications – The results suggest that increasing job search self-efficacy and job search intentions while managing the anticipations of job seekers is likely to yield better job search outcomes. Originality/value – This study investigates the role of job search on perceived overqualification. Findings suggest that malleable attitudes during job search such as job search self-efficacy, job search intentions, and anticipations are likely to impact perceived overqualification.