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In Ryan and Wessel (2011), we presented the ordinary least square regression analyses in Tables 4, 5, 8, and 9 rather than the logistic regression analyses. Reanalysis of the data using logistic regression results in no changes in the conclusions regarding any of the hypotheses or any of the conclusions regarding significant relations for any of the variables. We presented herein parallel tables for comparison.

In Ryan and Wessel (2011), we presented the ordinary least square regression analyses in Tables 4, 5, 8, and 9 rather than the logistic regression analyses. Reanalysis of the data using logistic regression results in no changes in the conclusions regarding any of the hypotheses or any of the conclusions regarding significant relations for any of the variables. We presented herein parallel tables for comparison.

This study addresses how job seekers' experiences of rude and discourteous treatment--incivility--can adversely affect self-regulatory processes underlying job searching. Using the social-cognitive model (Zimmerman, 2000), we integrate social-cognitive theory with the goal orientation literature to examine how job search self-efficacy mediates the relationship between incivility and job search behaviors and how individual differences in learning goal orientation and avoid-performance goal orientation moderate that process. We conducted 3 studies with diverse methods and samples. Study 1 employed a mixed-method design to understand the nature of incivility within the job search context and highlight the role of attributions in linking incivility to subsequent job search motivation and behavior. We tested our hypotheses in Study 2 and 3 employing time-lagged research designs with unemployed job seekers and new labor market entrants. Across both Study 2 and 3 we found evidence that the negative effect of incivility on job search self-efficacy and subsequent job search behaviors are stronger for individuals low, rather than high, in avoid-performance goal orientation. Theoretical implications of our findings and practical recommendations for how to address the influence of incivility on job seeking are discussed.

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