Are affect and perceived stress detrimental or beneficial to job seekers? The role of learning goal orientation in job search self-regulation

Veiga, Serge P. da Motta; Turban, Daniel B.

doi:10.1016/j.obhdp.2014.09.007

Cited by 51 publications

(82 citation statements)

References 69 publications

(198 reference statements)

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“…self-regulation frameworks serve as a useful lens given that the job search process is a goal-oriented and relatively unstructured process in which applicants seek employment opportunities, interact with potential employers, and receive positive and negative feedback from employers (da motta Veiga & gabriel, 2016;da motta Veiga & turban, 2014;wanberg et al, 2010). as such, scholars have noted that the job search is like a roller coaster with emotional ups and downs (barber et al, 1994; wanberg et al, 2010), which, importantly, necessitates theorizing and empirics that capture this dynamic, cyclical process (barber et al, 1994).…”

Section: Introductionmentioning

confidence: 99%

From the Unfolding Process to Self-Regulation in Job Search: Integrating Between- and Within-Person Approaches

Veiga¹,

Turban²,

Gabriel³

et al. 2018

Research in Personnel and Human Resources Management

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Searching for a job is an important process that influences short-and long-term career outcomes as well as well-being and psychological health. As such, job search research has grown tremendously over the last two decades. In this chapter, the authors provide an overview of prior research, discuss important trends in current research, and suggest areas for future research. The authors conceptualize the job search as an unfolding process (i.e., a process through which job seekers navigate through stages to achieve their goal of finding and accepting a job) in which job seekers engage in self-regulation behaviors. The authors contrast research that has taken a between-person, static approach with research that has taken a within-person, dynamic approach and highlight the importance of combining between-and within-person designs in order to have a more holistic understanding of the job search process. Finally, authors provide some recommendations for future research. Much remains to be learned about what influences job search self-regulation, and how job self-regulation influences job search and employment outcomes depending on individual, contextual, and environmental factors.

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Section: Introductionmentioning

confidence: 99%

From the Unfolding Process to Self-Regulation in Job Search: Integrating Between- and Within-Person Approaches

Veiga¹,

Turban²,

Gabriel³

et al. 2018

Research in Personnel and Human Resources Management

Self Cite

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“…Researchers originally conceptualized goal orientation as two classes of underlying goals: (a) a learning goal to develop competence by acquiring new skills and mastering new situations, and (b) a performance goal t o demonstrate competence and validate worth by seeking favorable judgments and avoiding negative judgments about one's competence. In the past 3 decades, significant research has found that learning and performance goals predict differential patterns of affective, cognitive, and behavioral responses when individuals encounter challenging situations (da Motta Veiga & Turban, ; Dierdorff, Surface, & Brown, ; Dweck, ; Payne et al., ).…”

Section: Goal Orientation and Da Fitmentioning

confidence: 99%

“…In the past 3 decades, significant research has found that learning and performance goals predict differential patterns of affective, cognitive, and behavioral responses when individuals encounter challenging situations (da Motta Veiga & Turban, 2014;Dierdorff, Surface, & Brown, 2010;Dweck, 1999;Payne et al, 2007).…”

Section: Goal Orientation and Da Fitmentioning

confidence: 99%

Who cares about demands–abilities fit? Moderating effects of goal orientation on recruitment and organizational entry outcomes

Dineen

Vandewalle

Noe

et al. 2017

Personnel Psychology

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The authors conduct three studies to systematically examine how avoiding and learning goal orientation (AGO and LGO) influence relationships between perceived demands‐abilities (DA) fit and critical outcomes during three organizational entry stages. Study 1, a multilevel study using a series of mock job advertisements, shows that participant likelihood of applying for jobs for which they perceive higher DA fit increases when AGO is stronger. Study 2 finds a stronger positive relationship between perceived DA fit and internship satisfaction among interns with a stronger AGO. Study 3 finds a stronger positive relationship between perceived DA fit and organizational citizenship behavior (OCB) among new organizational entrants with a stronger AGO. Implications and future research directions regarding the importance of goal orientation during job search and organizational entry are discussed.

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“…Self-regulatory tasks therefore encompass careful and veridical information processing about self and the environment (Wrosh et al, 2003;Carver & Scheier, 2011;da Motta Veiga & Turban, 2014). The behavioural inhibition system is a crucial self-regulation mechanism that suggests that people with high NA are more vigilant of their performance and will try to avoid the punishment that may accompany weak performance (Gray, 1987;George & Zhou, 2002).…”

Section: The Curvilinear Relationship With Job Performancementioning

confidence: 99%

“…Based on self-regulation theory (Carver & Scheier, 2011;da Motta Veiga & Turban, 2014), it is also assumed that the negative appraisal of work and organization would result in attitudes and intentions directed towards overcoming the negative impact of these situations (i.e., turnover intentions). Leaving a job or organization is one example of how the avoidance motivation inherent to behavioural inhibition system is manifested (Gray, 1987;Elliot & Thrash, 2002).…”

Section: The Curvilinear Relationship With Turnover Intentionsmentioning

confidence: 99%

Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress

Bouckenooghe

Raja

Butt

et al. 2016

Journal of Management & Organization

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This study explores the relationships of negative affectivity with two frequently studied outcome variables job performance and turnover intentions. Conventional wisdom holds that negative affectivity has a harmful impact on both job performance and intentions to leave; however, we propose a more nuanced perspective using empirical and theoretical arguments (e.g., self-regulation theory) to highlight the functional effects of negative affectivity. To test our hypotheses, we collected self-reported and supervisor-reported data from seven organizations in Pakistan. The findings based on data collected from 280 employees show that while negative affectivity is detrimental for job performance, this effect is mitigated as negative affectivity increases. It further shows that the linear negative main effect of negative affectivity on job performance is more pronounced when employees experience less time-related work stress. Finally, the curvilinear relationship between negative affectivity and turnover intentions is moderated by time-related work stress. The relationship has a U shape at high levels of time-related work stress, whereas at low levels it has an inverted U shape. A discussion of the limitations, future research, and implications for theory building and practice conclude the article.

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Are affect and perceived stress detrimental or beneficial to job seekers? The role of learning goal orientation in job search self-regulation

Cited by 51 publications

References 69 publications

From the Unfolding Process to Self-Regulation in Job Search: Integrating Between- and Within-Person Approaches

From the Unfolding Process to Self-Regulation in Job Search: Integrating Between- and Within-Person Approaches

Who cares about demands–abilities fit? Moderating effects of goal orientation on recruitment and organizational entry outcomes

Unpacking the curvilinear relationship between negative affectivity, performance, and turnover intentions: The moderating effect of time-related work stress

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