Development of a web resource for safe job search in a Covid-19 pandemic

The work describes the main steps, the structure, and the result of web resource for job search, which is relevant in the context of a pandemic and employment loss of a large number of citizens. The focus is on the development of a platform with enhanced protection from the point of view of a job seeker, who can analyze data about the employer, and leave a real feedback both at the job search stage and after employment. For this purpose different user profiles and a real opportunity to leave feedback are provided. A platform is developed using PHP with PDO extension for database connection. MySQL relational database is used as a database. All phases of resource development, from architectural and database planning to the development of layouts and interfaces, are described in details. Special attention to the protection of information transmitted by both employers and job seekers is paid. The functionality of the developed system is analyzed. The received resource has been tested and it has been established that it can be used effectively for both employers and job seekers with the appropriate functionality, the ability to post, edit, delete vacancies and comments about the company. This, in turn, makes it possible to avoid fraud and cybercrime by checking the veracity of the information provided by the employer and forming an employer’s rating based on real feedback from persons who work or have worked there.

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A study on the causal model of employment service quality and performance for job -seekers by job search intensity level

Journal of Korea Service Management Society ◽

10.15706/jksms.2008.9.1.011 ◽

2008 ◽

Vol 9 (1) ◽

pp. 259-284

Author(s):

오성욱 ◽

윤성준

Keyword(s):

Service Quality ◽

Job Search ◽

Causal Model ◽

Intensity Level ◽

Job Seekers ◽

Employment Service ◽

Search Intensity ◽

And Performance ◽

Job Search Intensity

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Job Seekers’ Self-Directed Learning Activities Explained Through the Lens of Regulatory Focus

Journal of Career Development ◽

10.1177/0894845321991648 ◽

2021 ◽

pp. 089484532199164

Author(s):

Adam M. Kanar ◽

Dave Bouckenooghe

Keyword(s):

Job Search ◽

Regulatory Focus ◽

Self Efficacy ◽

Learning Activities ◽

Job Seekers ◽

Self Directed Learning ◽

Significant Relationships ◽

Directed Learning ◽

Job Searching

This study aimed to understand the role of regulatory focus for influencing self-directed learning activities during a job search. The authors surveyed 185 job-searching university students at two time points to explore the conditions under which regulatory focus (promotion and prevention foci) impacts self-directed learning activities and the number of employment interviews secured. Both promotion and prevention foci showed significant relationships with self-directed learning activities and number of interviews, and positive and negative affect partially mediated these relationships. The relationships between both regulatory focus strategies and self-directed learning were also contingent on self-efficacy. More specifically, prevention focus and self-directed learning showed a positive relationship for job seekers with high levels of self-efficacy but a negative one for job seekers with low levels of self-efficacy. This research extends the understanding of the role of regulatory focus in the context of self-directed learning during a job search. Implications for research and practice are discussed.

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Race and Networks in the Job Search Process

American Sociological Review ◽

10.1177/0003122419883255 ◽

2019 ◽

Vol 84 (6) ◽

pp. 983-1012 ◽

Cited By ~ 6

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.

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The Comparison Between Therapeutic Effects of Different Classes of Antidepressant Drugs in Treatment of Genetical and Reactional Depression

European Psychiatry ◽

10.1016/s0924-9338(09)70738-2 ◽

2009 ◽

Vol 24 (S1) ◽

pp. 1-1

Author(s):

P. Molavi ◽

M. Karimollahi ◽

M. Faridi

Keyword(s):

Antidepressant Drugs ◽

Response Speed ◽

Point Of View ◽

Block Type ◽

Therapeutic Effects ◽

Response Type ◽

Analysis Method ◽

Dsm Iv ◽

Selection Of ◽

Analyze Data

Background:Depression as a common psychiatric disorder can occur in two types: Endogenous or genetic and exogenous or Reactional. These two types of depression, from the point of view of response speed to treatment and type of appropriate drug for treatment are different. This study has been executed to compare therapeutic effects of different classes of anti-depressant drugs in treatment of genetic and Reactional depression.Materials and methods:Present survey is a clinical-trial study, a completely randomly block type, that has performed on 30 patients (male and female). Selection of study sample accomplished randomly among unipolar depressed patients that has referred to Ardabil’s psychiatry clinic diagnosed based on DSM-IV criteria. Researcher - Made questionnaire, Beck, and Catelle depression test were used to collect data. To analyze data, for completely randomly blocked designs, two-factor variance analysis method and F test were used.Results:This study showed that Genetical depression does not response treatment Rapidly and its response type is not good and persistent. From the point of view of time, Reactional depression has a delaying response but its response type is good and persistent. In addition, no difference was observed in efficacy of different classes of drugs for treatment of these two types of depression. The results of this research showed that there is no difference between treatment response of two types of depression (Genetical and Reactional).Conclusions:There is no preference in efficacy of different classes of drugs in treatment of these two types of depression.

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Job-Search Activities, Job-Seeking Barriers, and Work Experiences of Transition-Age Youths With Visual Impairments

Journal of Visual Impairment & Blindness ◽

10.1177/0145482x211059182 ◽

2021 ◽

pp. 0145482X2110591

Author(s):

Jennifer L. Cmar ◽

Anne Steverson

Keyword(s):

Job Search ◽

Parental Support ◽

Visual Impairments ◽

Work Experiences ◽

Job Seekers ◽

Short Term ◽

Work Activity ◽

Transition Age ◽

Work Activities ◽

Job Seeking

Introduction: The purpose of this study was to describe the job-seeking and work experiences of transition-age youths with visual impairments. Methods: We analyzed follow-up data from a quasi-experimental study of a job-search intervention conducted from 2016 to 2019. Participants were 88 youths with visual impairments from three states; approximately half received the job-search intervention, and the other half served as a comparison group. Measures included job-search activities and outcomes, job-seeking barriers, volunteer and work experiences, and parental support for job-seeking. Results: Commonly reported job-search activities were preparing or revising resumes, talking to people about jobs, submitting applications, and submitting resumes, but most participants performed these activities infrequently. Many job-seekers encountered barriers during their job search, and few searches resulted in paid employment. Participants generally reported moderate levels of preparation to handle job-seeking barriers and parental support for job-seeking. Intervention and comparison participants had similar results on most measures, with few exceptions. Discussion: When youths actively search for a job but do not find one, their motivation to continue job-seeking may be reduced, particularly if their preparedness to overcome job-seeking barriers is low. Although many participants had some engagement in volunteer or work activities, short-term work experiences were the most common—and perhaps most misunderstood—work activity. Implications for practitioners: Youths with visual impairments may benefit from feedback on their job-seeking approach, application materials, and interview skills so they can make changes and determine how to focus or refocus their efforts. In addition to offering feedback, service providers can provide ongoing support to youth job-seekers and encourage them to persist in their job search. Explicit discussions about different types of work activities may help transition-age youths understand how short-term work experiences differ from paid jobs.

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Mastering the Job Market

10.1093/oso/9780190071172.001.0001 ◽

2021 ◽

Author(s):

Elizabeth L. Shoenfelt

Keyword(s):

Job Search ◽

Technical Writing ◽

American Psychological Association ◽

Oral Communication ◽

Nationwide Survey ◽

Job Seekers ◽

Job Market ◽

Master's Programs ◽

Knowledge And Skills ◽

Business Acumen

Mastering the Job Market: Career Issues for Master’s Level Industrial-Organizational Psychologists is the definitive source for practical advice and data-based recommendations addressing key issues leading to successful careers as industrial-organizational (I-O) master’s practitioners. Both the U.S. Bureau of Labor Statistics and the American Psychological Association have reported a bright outlook for I-O master’s graduates. The increased interest in and growth of I-O master’s programs and graduates are attributed to higher visibility in the workplace, readily obtained jobs, interesting work, and great pay. A large nationwide survey of I-O master’s practitioners and their employers lays the foundation for the data-based recommendations throughout the book. Authors from top-ranked I-O master’s programs address topics such as the job search, applying for jobs, on-boarding, organizational roles, salaries, career transitions, and maintaining professionalism throughout one’s career. Critical insights into the nuts and bolts of conducting a job search and other specific strategies are provided to enable job seekers to land one or multiple job offers within six months of graduation. Competencies identified as essential for success as an I-O practitioner include core I-O knowledge and skills, as well as enabling competencies such as oral communication, business acumen, consulting skills, project management, ethics, and technical writing. Mentoring is discussed, and three best practices are recommended for maximizing mentoring relationships. Recommendations are made for professional development opportunities for I-O master’s graduates to increase their knowledge and skills and to advance their careers. Graduates overwhelmingly perceive their I-O master’s degree to be valuable for their career success.

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A Job Club for Older Job Seekers

Journal of Career Development ◽

10.1177/0894845317724550 ◽

2017 ◽

Vol 45 (6) ◽

pp. 551-565 ◽

Cited By ~ 1

Author(s):

Yoshie Nakai ◽

Stephen C. Hill ◽

Andrea F. Snell ◽

Jared Z. Ferrell

Keyword(s):

Job Search ◽

Job Seekers ◽

Latent Growth ◽

Training Outcomes ◽

Emotion Control ◽

Perceived Utility ◽

Dynamic Measures ◽

In The Beginning ◽

The Relationship ◽

Attitude And Motivation

The purpose of the current study is to explore the changes in participants’ attitude toward job search and perceived utility of training during job search interventions, called job clubs, designed for older adults. Latent growth modeling was used to examine the trajectories of these outcomes during 3-week-long job clubs. In addition, the study examined the relationship between participants’ self-regulatory skills (emotion control and motivation control) and the training outcomes. In Study 1 (20 job clubs, N = 200) and Study 2 (36 job clubs, N = 385), participants showed continuous positive change in the attitude and perceived utility of training. Although self-regulatory skills in the beginning of job club were not related to the improvement in the outcomes, dynamic measures of emotion control predicted change in attitude and motivation control predicted both attitude and perceived utility of training.

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Networking as a Job-Search Behavior and Career Management Strategy

10.1093/oxfordhb/9780199764921.013.022 ◽

2014 ◽

Cited By ~ 1

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.

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The effectiveness of talent management strategies in the development of human resources teaching from the point of view of the leaders and members of the faculty of Taibah University

المجلة العربية للعلوم ونشر الأبحاث مجلة العلوم التربوية والنفسية ◽

10.26389/ajsrp.b140319 ◽

2019 ◽

Vol 3 (15) ◽

Author(s):

Badrya Abdullah Al-Skran

Keyword(s):

Professional Development ◽

Human Resources ◽

Human Resource Development ◽

Human Resource ◽

Management Strategies ◽

Resource Development ◽

Talent Management ◽

Point Of View ◽

The University ◽

Open Question

The study aimed to identify the effectiveness of talent management strategies in human resource development at the University of Taibah, And to develop the necessary scientific solutions and recommendations, which can contribute to enhancing the effectiveness of talent management strategies in human resource development. Using the descriptive approach, study sample consisted of 67 leader, the leader of the 95 representing the entire community of the original study, and88member of the faculty members out of 365. The study relied on questionnaire tool, included thirty-eight parts, distributed over four axes, polarization, the discovery, the professional development, and the retention. In addition to an open question. The study found a range of results, which are; The general grade of the effectiveness of talent management strategies in human resources development at the University of Taibah from the perspective of leaders and members of the faculty average, is a mean 3.13.The polarization strategy is the most effective in the talent management in the development of human resources at the University of Taibah, a mean 3.35. The second was professional development with an average (3.17) and third discovery with an average of (3.09) The retention strategy came to be the least strategy in the talent management effectiveness in human resource development at the University of Taibah, a mean 2.93.In light of the results , a number of recommendations and suggestions.

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