Feeling Positive, Negative, or Both? Examining the Self-Regulatory Benefits of Emotional Ambivalence

2021 ◽  
Author(s):  
Allison S. Gabriel ◽  
Marcus M. Butts ◽  
Nitya Chawla ◽  
Serge P. da Motta Veiga ◽  
Daniel B. Turban ◽  
...  
Keyword(s):  
Negative Affect ◽  
Job Search ◽  
Self Regulation ◽  
Positive And Negative Affect ◽  
Job Seekers ◽  
Work Lives ◽  
Emotional Ambivalence ◽  
Regulatory Processes ◽  
Job Offers ◽  
Organizational Scholarship

According to self-regulation theories, affect plays a crucial role in driving goal-directed behaviors throughout employees’ work lives. Yet past work presents inconsistent results regarding the effects of positive and negative affect with theory heavily relying on understanding the separate, unique effects of each affective experience. In the current research, we integrate tenets of emotional ambivalence with self-regulation theories to examine how the conjoint experience of positive and negative affect yields benefits for behavioral regulation. We test these ideas within a self-regulatory context that has frequently studied the benefits of affect and has implications for all employees at one point in their careers: the job search. Adopting a person-centered (i.e., profile-based) perspective across two within-person investigations, we explore how emotional ambivalence relates to job search success (i.e., interview invitations, job offers) via job search self-regulatory processes (i.e., metacognitive strategies, effort). Results illustrate that the subsequent week (i.e., at time t + 1; Study 1) and month (Study 2) after job seekers experience emotional ambivalence (i.e., positive and negative affect experienced jointly at similar levels at time t), they receive more job offers via increased job search effort and interview invitations. Theoretical and practical implications for studying emotional ambivalence in organizational scholarship 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.

Examining the Cross-Level Influence of Dispositional and Team Goal Orientations on Employee Self-Regulation and Performance in a Complex Task Environment

2016 ◽  
Vol 52 (4) ◽  
pp. 396-421 ◽  
Author(s):  
Tal Katz-Navon ◽  
Esther Unger-Aviram ◽  
Caryn Block
Keyword(s):  
Negative Affect ◽  
Job Performance ◽  
Team Learning ◽  
Employee Performance ◽  
Self Regulation ◽  
Cognitive Strategies ◽  
Goal Orientations ◽  
Learning Orientation ◽  
Complex Tasks ◽  
Regulatory Processes

The study examined the mediating role of individual’s self-regulatory processes of deep cognitive strategies (meaningful learning rather than a reproduction of knowledge) and negative affect in the relationship between dispositional and team goal orientations and team member’s performance of complex tasks. Thirty-three research and development teams and their managers participated. Results demonstrated that dispositional performance orientation (focus on success) increased negative affect, which, in turn, lowered employee job performance. Whereas team learning orientation (focus on learning and improvement) decreased negative affect, which, in turn, was associated with higher employee job performance. Additionally, both dispositional and team learning orientations were positively and significantly associated with individuals’ use of deep cognitive strategies. However, deep cognitive strategies were not associated with employee performance. Findings suggest that managers of teams performing complex tasks may want to consider ways to create and sustain a high learning orientation in order to reduce negative affect and increase use of deep cognitive strategies within their teams.

scholarly journals Optimism, Positive and Negative Affect, and Goal Adjustment Strategies: Their Relationship to Activity Patterns in Patients with Chronic Musculoskeletal Pain

2018 ◽  
Vol 2018 ◽  
pp. 1-12 ◽  
Author(s):  
Rosa Esteve ◽  
Alicia E. López-Martínez ◽  
Madelon L. Peters ◽  
Elena R. Serrano-Ibáñez ◽  
Gema T. Ruiz-Párraga ◽  
...  
Keyword(s):  
Negative Affect ◽  
Musculoskeletal Pain ◽  
Structural Equation ◽  
Activity Patterns ◽  
Self Regulation ◽  
Management Strategies ◽  
Chronic Musculoskeletal Pain ◽  
Positive And Negative Affect ◽  
Goal Management ◽  
Goal Adjustment

Objective. Activity patterns are the product of pain and of the self-regulation of current goals in the context of pain. The aim of this study was to investigate the association between goal management strategies and activity patterns while taking into account the role of optimism/pessimism and positive/negative affect. Methods. Two hundred and thirty-seven patients with chronic musculoskeletal pain filled out questionnaires on optimism, positive and negative affect, pain intensity, and the activity patterns they employed in dealing with their pain. Questionnaires were also administered to assess their general goal management strategies: goal persistence, flexible goal adjustment, and disengagement and reengagement with goals. Results. Structural equation modelling showed that higher levels of optimism were related to persistence, flexible goal management, and commitment to new goals. These strategies were associated with higher positive affect, persistence in finishing tasks despite pain, and infrequent avoidance behaviour in the presence or anticipation of pain. Conclusions. The strategies used by the patients with chronic musculoskeletal pain to manage their life goals are related to their activity patterns.

scholarly journals The Impact of Career Adaptability to the Job Search Strategies of Graduate Students in NCR

2020 ◽  
Vol 5 (1) ◽  
pp. 41-50
Author(s):  
Idda Felice S. Francisco ◽  
Mary Caroline N. Castano
Keyword(s):  
Graduate Students ◽  
Job Search ◽  
Search Strategies ◽  
Jel Classification ◽  
Previous Literature ◽  
Career Adaptability ◽  
Job Seekers ◽  
Job Offers ◽  
Relationship Of ◽  
The Impact

Objective – Job search is a continuous and developing process which is considered to be an essential part of the work-life of people due to its frequency and extensiveness. Previous literature on job search focusses on how hard job seekers search for a job but only have vague knowledge about the strategies that they use during the search. This study aims to identify the influence of career adaptability on employed graduate students in predicting their direct behaviors in the form of job search strategies used in the job search process. The study also aims to examine the impact of the job search strategies on the number of jobs offers received. Methodology/Technique –With a total of 388 samples, PLS-SEM is used to examine the relationship of the variables. Findings – Consistent with previous literature wherein job seekers primarily employ focused strategy when they have a career plan in mind, the results reveal that concern is positively and significantly related to focused strategy, as well as curiosity. Further analysis of the data reveals that exploratory strategy is positively and significantly affected by curiosity and confidence. Novelty – This implies that the more curious and confident graduate students are, the more exploratory they search. Furthermore, the results are consistent with previous studies wherein haphazard strategy was associated with fewer job offers while focused strategy was proven to have a positive effect on the number of job offers. Type of Paper: Empirical. Keywords: Job Search; Career Adaptability; Graduate Students; Job Search Strategies; Employment. Reference to this paper should be made as follows: Francisco, I.F.S; Castano, M.C.N. 2020. The Impact of Career Adaptability to the Job Search Strategies of Graduate Students in NCR, J. Mgt. Mkt. Review 5(1) 41 – 50 https://doi.org/10.35609/jmmr.2020.5.1(4) JEL Classification: A23. A29.

Are job seekers predisposed to job search strategies?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Zia Ul Islam ◽  
Qingxiong (Derek) Weng ◽  
Zulqurnain Ali ◽  
Usman Ghani ◽  
Ataullah Kiani ◽  
...  
Keyword(s):  
Personality Traits ◽  
Job Search ◽  
Structural Equation ◽  
Search Strategy ◽  
Positive Association ◽  
Search Strategies ◽  
Equation Modeling ◽  
Job Seekers ◽  
Content Type ◽  
Job Offers

PurposeThis study examines the associations among specific personality traits, job search strategies (JSSs) and job search outcomes.Design/methodology/approachTime-lagged data (three-waves) were collected from 528 Chinese graduating students. Structural equation modeling (SEM) was used to test the proposed hypotheses.FindingsThe results revealed a positive association between conscientiousness and both a focused job search strategy (FJSS) and an exploratory job search strategy (EJSS). Neuroticism was positively related to a haphazard job search strategy (HJSS), but negatively associated with both a FJSS and an EJSS. Moreover, FJSS and EJSS were positively related to both the number of job offers (NJOs) and the number of satisfied job offers (NSJOs). However, compared with FJSS, EJSS explained more variance in NJOs but less in NSJOs. Additional analysis showed a significant positive association between conscientiousness and job search intensity (JSI), but no significant relationship between neuroticism and JSI. JSI had significant associations with both NJOs and NSJOs. Further, FJSS and EJSS mediated the association between focal personality traits and both NJOs and NSJOs. Additionally, JSI also mediated the association between conscientiousness and both NJOs and NSJOs.Originality/valuePrevious research has confirmed that JSSs (Stevens and Turban, 2001) are consequential for important job search outcomes. However, whether fresh job seekers are predisposed to the use of JSSs is yet to be explored. This study adds to the job search literature by filling this void.

scholarly journals Surprisingly small: effects of “generous” social benefits on re-employment of (quasi-) jobless households

2020 ◽  
Vol 36 (1) ◽  
pp. 76-91
Author(s):  
René Lehwess-Litzmann ◽  
Ides Nicaise
Keyword(s):  
Job Search ◽  
Negative Impact ◽  
Social Benefits ◽  
Job Seekers ◽  
Work Intensity ◽  
Negative Effects ◽  
Job Offers ◽  
One Year ◽  
Disincentive Effect ◽  
The Eu

AbstractThis article analyses whether the extent of public welfare provision influences the speed at which (quasi-)jobless households get (back) into employment. (Quasi-)joblessness is one of the key criteria defining the risk of poverty and social exclusion in the EU. Moreover, the perceived tension between the main functions of social benefits (protecting households from poverty and incentivising job search) is most acute among these households. Based on EU-SILC data, we examine changes of household work intensity during one year after benefit receipt. We observe that “more-generous” social benefits have a slightly negative impact. This can potentially be due to a disincentive effect of social benefits, but it can also mean that the additional financial leeway is used by job seekers to wait for more adequate job offers or engage in further training. Even though statistically significant, the estimated negative effects are very small.

Getting a Job

2021 ◽  
pp. 60-80
Author(s):  
Elizabeth L. Shoenfelt
Keyword(s):  
Social Media ◽  
Graduate School ◽  
Job Search ◽  
Tracking Systems ◽  
Job Seekers ◽  
Master's Students ◽  
Media Image ◽  
Job Offers

This chapter provides readers with critical insights into the nuts and bolts of conducting a job search. Specific actions that industrial-organizational master’s students can take to execute a successful job search are provided. Actions in graduate school that lay a foundation for a successful job search include developing an elevator speech, pursuing internships (paid or unpaid), participating in applied projects, and ensuring a professional social media image. Strategies for completing an application, using applicant tracking systems, writing résumés and cover letters, responding to phone screens, preparing for interviews, and demonstrating job offer etiquette are provided. These strategies enable most job seekers to land one or multiple job offers within six months of graduation.

Trait gratitude and job search: the mediating role of perceived employability

2021 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Jennifer A. Harrison ◽  
Marie-Hélène Budworth ◽  
Michael Halinski
Keyword(s):  
Job Search ◽  
Self Regulation ◽  
Job Seekers ◽  
Search Behaviour ◽  
Content Type ◽  
Personal Resource ◽  
Mediating Role ◽  
Perceived Employability ◽  
Trait Gratitude

PurposeThe purpose of this paper is to examine the influence of trait gratitude on job search behaviour (preparatory and active) for job seekers approaching graduation. The mediating role of perceived employability is examined.Design/methodology/approachData were collected from job seekers (n = 143) in their final month of study in two waves with a one-month time lag between first and second data collection.FindingsStructural equation modelling analyses revealed that trait gratitude was significantly and positively associated with perceived employability. Perceived employability mediated the relationship between trait gratitude and preparatory job search, but not active job search.Research limitations/implicationsThis study extends research on job search by highlighting the applicability of trait gratitude to the job search process.Practical implicationsCareer counsellors should consider trait gratitude as relevant for program development to address the self-regulation of personal resources during job search.Originality/valueThis study is the first step towards connecting trait gratitude to the job search literature. The study identifies trait gratitude as a distal personal resource important for self-regulation of a proximal personal resource (i.e. perceived employability) and subsequent job search behaviour.

scholarly journals Peer networks in the school-to-work transition

2018 ◽  
Vol 23 (5) ◽  
pp. 466-477 ◽  
Author(s):  
Britta Ruschoff ◽  
Katariina Salmela-Aro ◽  
Thomas Kowalewski ◽  
Jan Kornelis Dijkstra ◽  
René Veenstra
Keyword(s):  
Job Search ◽  
Self Efficacy ◽  
Network Size ◽  
School To Work ◽  
Peer Networks ◽  
Self Report ◽  
Job Seekers ◽  
Content Type ◽  
Peer Network ◽  
Job Offers

Purpose The purpose of this paper is to investigate whether young people’s peer networks can be an asset in finding employment during the transition from school to work. It examines whether peer networks size and peers’ self-efficacy regarding their own job search are associated with job seekers’ career-relevant behaviors and outcomes, i.e., the number of applications completed and the number of job offers received. Design/methodology/approach Associations between job seekers’ peer networks and their job search behaviors and outcomes were investigated during their final year of vocational training. Sociometric measures were used to assess young people’s peer network size. Sociometric and self-report measures were used to establish the characteristics of the peers that comprise each job seekers’ network, resulting in the overall self-efficacy across each job seekers’ network. Findings The results show that peers’ efficacy beliefs are positively associated with young people’s engagement in job search activities (i.e. a greater number of applications completed) and indirectly associated with their job search outcomes (i.e. a greater number of job offers, which are mediated by the number of applications) that are independent of the peer network size. Originality/value The results underline that although peers might not provide instrumental support, encouraging interactions with (efficacious) peers may nonetheless be beneficial to young job seekers. Methodologically, the results demonstrate that the operationalization of self-efficacy as a network characteristic might provide us with valuable insights into the characteristics that turn social networks into beneficial social resources.

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