The Behavior of Unemployment Insurance Recipients under Adverse Market Conditions

ILR Review ◽  
1981 ◽  
Vol 34 (3) ◽  
pp. 386-395 ◽  
Author(s):  
William N. Cooke
Keyword(s):  
Unemployment Insurance ◽  
Job Search ◽  
Search Behavior ◽  
The Other ◽  
Market Conditions ◽  
Labor Market Conditions ◽  
Reservation Wages ◽  
Two Samples ◽  
Job Search Behavior ◽  
The One

This study examines the effect on job search behavior of changes in unemployment insurance (UI) provisions and in labor market conditions. There are good reasons for assuming, on the one hand, that more generous benefits prolong job search and, on the other hand, that an increase in the rate of unemployment causes recipients to reduce reservation wages and thus shorten their job search. Previous studies have not resolved which of these tendencies will prevail in case of a conflict. The evidence from two samples of recipients in Maine during the period 1974 – 76, when a significant increase occurred in both the rate of unemployment and the maximum weeks of potential receipt of UI, indicates that the effect of increased unemployment offsets the effect of increased benefits. The author concludes that extended benefit programs during periods of high unemployment do not cause recipients to ignore the realities of the market.

Job Search by Unemployed Women: Determinants of the Asking Wage

ILR Review ◽  
1980 ◽  
Vol 33 (3) ◽  
pp. 368-378 ◽  
Author(s):  
Steven H. Sandell
Keyword(s):  
Least Squares ◽  
Unemployment Insurance ◽  
Job Search ◽  
Search Behavior ◽  
Longitudinal Survey ◽  
National Longitudinal Survey ◽  
Two Stage ◽  
Reservation Wages ◽  
Mature Women ◽  
Job Search Behavior

This study uses actual observations of reservation wages from the National Longitudinal Survey of Mature Women who were 35 to 49 years of age in 1972 to estimate, with a two-stage least squares procedure, a model of the job-search behavior of unemployed women. To a greater extent than shown by most previous studies, the results indicate that unemployed women substantially reduce their reservation wages as the period of their unemployment progresses. Also, recipients of unemployment insurance are shown to ask for wages that are substantially higher than those asked for by other unemployed women.

Unemployment Insurance and Job Search Behavior*

2020 ◽  
Author(s):  
Ioana Marinescu ◽  
Daphné Skandalis
Keyword(s):  
Unemployment Insurance ◽  
Job Search ◽  
Search Behavior ◽  
Individual Response ◽  
Search Models ◽  
Search Effort ◽  
Reservation Wages ◽  
Unemployment Spell ◽  
Job Search Behavior ◽  
The Individual

Abstract How does unemployment insurance (UI) affect unemployed workers’ search behavior? Search models predict that, until benefit exhaustion, UI depresses job search effort and increases reservation wages. Over an unemployment spell, search effort should increase up to benefit exhaustion, and stay high thereafter. Meanwhile, reservation wages should decrease up to benefit exhaustion and stay low thereafter. To test these predictions, we link administrative registers to data on job search behavior from a major online job search platform in France. We follow over 400,000 workers, as long as they remain unemployed. We analyze the changes in search behavior around benefits exhaustion, and take two steps to isolate the individual response to unemployment benefits. First, our longitudinal data allows us to correct for changes in sample composition over the spell. Second, we exploit data on workers eligible for 12–24 months of UI as well as workers ineligible for UI, to control for behavior changes over the unemployment spell that are independent of UI. Our results confirm the predictions of search models. We find that search effort (the number of job applications) increases by at least 50% during the year preceding benefits exhaustion and remains high thereafter. The target monthly wage decreases by at least 2.4% during the year preceding benefits exhaustion, and remains low thereafter. Additionally, we provide evidence for duration dependence: workers decrease the wage they target by 1.5% over each year of unemployment, irrespective of their UI status.

An Empirical Analysis of Employed and Unemployed Job Search Behavior

ILR Review ◽  
1992 ◽  
Vol 45 (4) ◽  
pp. 738-752 ◽  
Author(s):  
David M. Blau
Keyword(s):  
Standard Model ◽  
Empirical Analysis ◽  
Job Search ◽  
Search Behavior ◽  
Reduced Form ◽  
Reservation Wage ◽  
Job Seekers ◽  
Reservation Wages ◽  
Job Search Behavior ◽  
Reported Data

This paper analyzes the job search activities of employed and unemployed job seekers using self-reported data from a 1980 survey. One novel finding from reduced form equations is that many searchers, both employed and unemployed, rejected at least one offer before accepting a job. The reduced form results are used to estimate reservation wages based on a fairly standard model of job search. Most of the job searchers accepted a job offer with a wage below the estimated reservation wage, suggesting that the model does not fit the data well.

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.

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