Job seekers' Conscientiousness and Extraversion show consistent relationships with their job search activities and success, although the explanatory mechanisms for these relationships are unclear (Kanfer, Wanberg, & Kantrowitz, 2001). To explore these mechanisms, we developed and tested a model in which both Conscientiousness and Extraversion influenced metacognitive activities whereas Extraversion alone influenced positive emotions; these mediating variables in turn were predicted to influence resumé submissions, first interviews, second interviews, and job offers. Using longitudinal data collected from 232 job applicants, we found support for these predictions. Interestingly, meta-cognitive activities appeared to be more important in predicting resumé submissions and first interviews, whereas positive emotions predicted success in obtaining second interviews and job offers. We discuss the implications of our results and suggest future directions for research.

The purpose of this study is to examine the mechanisms by which personality traits influence performance and satisfaction. Specifically, the authors examined how 3 personality characteristics derived from self-determination theory (autonomy, control, and amotivated orientations) influence performance and enjoyment through achievement goal patterns, goal level, and mental focus. Data were collected from 284 students at 5 points in time. In particular, mental focus emerged as an important aspect of the self-regulation process. The results suggest that global personality traits can help researchers to understand and predict the motivational strategies that people use while working toward goals in achievement settings.

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In this study we developed and tested a self‐regulatory model of trait affect in job search. Specifically, we theorized that trait positive and negative affect would influence both motivation control and procrastination, and these mediating variables would, in turn, influence job search outcomes through job search intensity. Using longitudinal data from 245 graduating students who were searching for a full‐time position, we found that positive, but not negative, affect influenced the self‐regulatory variables of motivation control and procrastination, which in turn influenced the job search outcomes. Procrastination had direct effects on the number of first interviews, controlling for job search intensity, and on the number of second interviews, controlling for first interviews, suggesting the importance of timeliness of job search activities. We discuss the implications of such results for understanding the role of affect and self‐regulation in the job search process and for measuring the quality as well as quantity (i.e., intensity) of job search tactics.

D uring the past two decades, considerable research has examined the impact of mentoring relationships at work (see Noe, Greenberger, & Wang, 2002; Wanberg, Welsh, & Hezlett, 2003, for recent reviews). A traditional mentoring relationship 1 is an intense interpersonal exchange between a senior, experienced, and knowledgeable employee (i.e., the mentor) who provides advice, counsel, feedback, and support related to career and personal development for a less experienced employee (the protégé) (Kram, 1985; Noe et al., 2002). A recent meta-analysis confirmed earlier qualitative reviews by finding that mentoring relationships are related to both objective and subjective measures of career success (Allen, Eby, Poteet, Lentz, & Lima, 2004). More specifically, mentored versus nonmentored individuals reported higher compensation, more promotions, and greater career satisfaction, career commitment, and job satisfaction (Allen et al., 2004). Although such evidence indicates mentoring relationships are beneficial for protégés, little research has investigated processes through which mentoring influences career success, and thus we know little about how mentors or protégés can influence the value of mentoring relationships (Day & Allen, 2004). We believe that individual differences, in particular personality characteristics, influence the effectiveness of mentoring relationships, and thus we discuss the role of personality in mentoring relationships.