Goal orientation in job search: Psychometric characteristics and construct validation across job search contexts

2021 ◽  
Vol 21 (1) ◽  
pp. 1-31
Author(s):  
Emmanuel Affum-Osei ◽  
Henry Kofi Mensah ◽  
Solomon Kwarteng Forkuoh ◽  
Eric Adom Asante
Keyword(s):  
Goal Orientation ◽  
Job Search ◽  
Construct Validation ◽  
Psychometric Characteristics

Job Search Goal Orientation Measure

2016 ◽  
Author(s):  
Abdifatah A. Ali ◽  
Ann Marie Ryan ◽  
Brent J. Lyons ◽  
Mark G. Ehrhart ◽  
Jennifer L. Wessel
Keyword(s):  
Goal Orientation ◽  
Job Search

scholarly journals How to Optimize the Job Search Process: Development and Validation of the Job Search Quality Scale

2022 ◽  
pp. 106907272110528
Author(s):  
Edwin A. J. van Hooft ◽  
Greet Van Hoye ◽  
Sarah M. van den Hee
Keyword(s):  
Goal Orientation ◽  
Career Counseling ◽  
Job Search ◽  
Discriminant Validity ◽  
Process Development ◽  
Dimensional Structure ◽  
Future Research ◽  
Learning Goal Orientation ◽  
Quality Scale ◽  
Search Quality

Job search quality is important for unemployed individuals pursuing reemployment. To comprehensively measure job search quality, we develop and test a 20-item Job Search Quality Scale (JSQS), using four samples of unemployed individuals (pilot sample, N=218; exploration sample, N=3372; confirmation sample, N=3372; and replication sample, N=434). Results show a four-dimensional structure, composed of (a) goal establishment and planning, (b) preparation and alignment, (c) emotion regulation and persistence, and (d) learning and improvement. Substantial evidence was found for its reliability, convergent and discriminant validity. Building job search quality’s nomological net, conscientiousness, learning goal orientation, self-efficacy, employment commitment, autonomous job search motivation, and social support emerged as positive correlates. Supporting its criterion-related validity, the JSQS predicted key job search and employment outcomes. Moreover, usefulness analyses supported its incremental validity beyond extant job search measures. Our findings have important implications for studying and measuring job search quality in future research and career counseling practice.

Employment goal commitment moderates the impact of job search goal orientation on the job search process

2017 ◽  
Vol 22 (6) ◽  
pp. 659-682 ◽  
Author(s):  
Adam Kanar
Keyword(s):  
Goal Orientation ◽  
Job Search ◽  
Self Regulation ◽  
Goal Commitment ◽  
Search Process ◽  
Learning Approach ◽  
Job Seekers ◽  
Content Type ◽  
The Impact ◽  
Job Searching

Purpose The purpose of this paper is to enhance the understanding of self-regulation during job search by integrating goal-orientation theory with a resource allocation framework. Design/methodology/approach The author surveyed job searching new labor market entrants at two time points and hypothesized that the effects of job seekers’ state goal orientations on indicators of self-regulation during the job search process (procrastination, anxiety, and guidance-seeking behaviors) depended on levels of employment goal commitment (EGC). Findings Results indicate that for job seekers with higher levels of EGC, a state learning-approach goal orientation (LGO) was beneficial for the job search process and a state performance-approach goal orientation (PGO) was detrimental. For job seekers with lower levels of EGC, a state LGO was detrimental to the search process, while a state PGO was beneficial. Research limitations/implications This research extends the understanding of state goal orientation in the context of job search. Future research may replicate these findings with different samples of employed and unemployed job seekers and extend this research with additional conceptualizations of resource limitations. Practical implications The present research suggests that the effectiveness of learning-approach goal-orientation training methods in the context of job search must be considered in light of individual differences in resource availability. In particular, individuals with lower resources available for job searching may benefit from interventions focusing on increasing state PGO. Originality/value The present results suggest that EGC is an important moderator of the impact of job search goal orientation on indicators of self-regulation during job search, and therefore present important boundary conditions regarding the role of state goal orientation in the job search process.

Bridging job search and perceived employability in the labour market – a mediation model of job search, perceived employability and learning goal orientation

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zakkariya K.A. ◽  
Nimmi P.M. ◽  
Smitha Pradeep A.
Keyword(s):  
Goal Orientation ◽  
Job Search ◽  
Work Experience ◽  
Real Life ◽  
Cross Sectional ◽  
Content Type ◽  
Learning Goal ◽  
Learning Goal Orientation ◽  
Perceived Employability ◽  
The Relationship

Purpose Perceived employability (PE) is considered as a significant psychological resource that aids individuals in tackling the complex career snags he/she faces. The purpose of this study is to develop and empirically test a theoretical model that explains how PE affects two types of job search behaviour (JSB) by bringing in job search learning goal orientation (JSLGO) as mediator and work experience as a moderator. The model is conceptualised in the backdrop of self-regulation theory and conservation of resource theory. Design/methodology/approach Using a cross-sectional study of 319 management graduates, the authors examined the effect of JSLGO and PE on both active and preparatory job search of graduates. Structural equation modelling (SEM) using IBM-AMOS was conducted on the cross-sectional data collected from management graduates in India. Findings An empirical analysis using SEM unravelled that JSLGO mediated the relationship between preparatory job search and PE but did not intervene in the relationship between active job search and PE. The study also looked into the moderating role of work experience and it was found to be a significant moderator in the PE and job search – active relationship. Practical implications Work experience helps students in active job search stage which can lead to quick employment gains. Real job experience could be gained through work-integrated learning and on the job training, as they will enhance the exposure of students to real-life work situations. Higher levels of JSLGO indicate a more strategic approach and aiming a quality career. Learning goal orientation training should be embedded in the curriculum, as management education is all about preparing students for the world of work. Originality/value The current research has uniquely contributed to the limited literature on the importance of developing PE amongst management graduates and its consequence on job search. The study makes an important contribution to the theory and practices on job search by enhancing our understanding of the mechanism that governs PE and JSB relationship through goal orientation.

Test Use in Spain, Portugal and Latin American Countries

1999 ◽  
Vol 15 (2) ◽  
pp. 151-157 ◽  
Author(s):  
José Muñiz ◽  
Gerardo Prieto ◽  
Leandro Almeida ◽  
Dave Bartram
Keyword(s):  
Latin American ◽  
Ad Hoc ◽  
Task Force ◽  
Test Construction ◽  
European Federation ◽  
Psychometric Characteristics ◽  
Testing Practices ◽  
Professional Psychologists ◽  
Test Use ◽  
Latin American Countries

Summary: The two main sources of errors in educational and psychological evaluation are the lack of adequate technical and psychometric characteristics of the tests, and especially the failure to properly implement the testing process. The main goal of the present research is to study the situation of test construction and test use in the Spanish-speaking (Spain and Latin American countries) and Portuguese-speaking (Portugal and Brazil) countries. The data were collected using a questionnaire constructed by the European Federation of Professional Psychologists Association (EFPPA) Task Force on Tests and Testing, under the direction of D. Bartram . In addition to the questionnaire, other ad hoc data were also gathered. Four main areas of psychological testing were investigated: Educational, Clinical, Forensic and Work. Key persons were identified in each country in order to provide reliable information. The main results are presented, and some measures that could be taken in order to improve the current testing practices in the countries surveyed are discussed. As most of the tests used in these countries were originally developed in other cultures, a problem that appears to be especially relevant is the translation and adaptation of tests.

Validation of the Procrastination at Work Scale

2020 ◽  
Vol 36 (5) ◽  
pp. 767-776
Author(s):  
U. Baran Metin ◽  
Toon W. Taris ◽  
Maria C. W. Peeters ◽  
Max Korpinen ◽  
Urška Smrke ◽  
...  
Keyword(s):  
Work Engagement ◽  
Discriminant Validity ◽  
Psychometric Characteristics ◽  
The Czech Republic ◽  
The United Kingdom ◽  
Confirmatory Factor ◽  
And Performance ◽  
Context Specific ◽  
Negative Links ◽  
Office Employees

Abstract. Procrastination at work has been examined relatively scarcely, partly due to the lack of a globally validated and context-specific workplace procrastination scale. This study investigates the psychometric characteristics of the Procrastination at Work Scale (PAWS) among 1,028 office employees from seven countries, namely, Croatia, the Czech Republic, Finland, Slovenia, Turkey, Ukraine, and the United Kingdom. Specifically, it was aimed to test the measurement invariance of the PAWS and explore its discriminant validity by examining its relationships with work engagement and performance. Multi-group confirmatory factor analysis shows that the basic factor structure and item loadings of the PAWS are invariant across countries. Furthermore, the two subdimensions of procrastination at work exhibited different patterns of relationships with work engagement and performance. Whereas soldiering was negatively related to work engagement and task performance, cyberslacking was unrelated to engagement and performance. These results indicate further validity evidence for the PAWS and the psychometric characteristics show invariance across various countries/languages. Moreover, workplace procrastination, especially soldiering, is a problematic behavior that shows negative links with work engagement and performance.

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