Be Happy, don't Wait: The Role of Trait Affect in Job Search

Turban, Daniel B.; Lee, Felissa K.; Veiga, Serge P. da Motta; Haggard, Dana L.; Wu, Sharon Y.

doi:10.1111/peps.12027

Cited by 78 publications

(110 citation statements)

References 81 publications

Supporting

Mentioning

Contrasting

Unclassified

Order By: Relevance

“…Several studies provide evidence that between-subjects differences in positive affect have a beneficial effect on job search intensity and outcomes (Côté et al, 2006;Turban, Lee, da Motta Veiga, Haggard, & Wu, 2013;Turban et al, 2009). Such findings are consistent with Fredrickson's broaden-and-build theory (2001), which proposes that positive affect broadens thought-action repertoires that lead to developing more resources (Fredrickson & Levenson, 1998;Fredrickson, Tugade, Waugh, & Larkin, 2003).…”

Section: Positive Affect and Learning Goal Orientationsupporting

confidence: 60%

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

Veiga

Turban

2014

Organizational Behavior and Human Decision Processes

Self Cite

View full text Add to dashboard Cite

Section: Positive Affect and Learning Goal Orientationsupporting

confidence: 60%

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

Veiga

Turban

2014

Organizational Behavior and Human Decision Processes

Self Cite

View full text Add to dashboard Cite

“…For example, job seekers' specific job search goals, procrastination (Turban, Lee, da Motta Veiga, Haggard, & Wu, 2013), and positive emotions (e.g., Davy et al, 1995;Turban, Stevens, & Lee, 2009) are additional indicators of job search quality and may contribute to employment success. This corroborates our concerns that job search skills, job search self-efficacy, and job search behavior intensity may not fully capture job search quality .…”

Section: Discussionmentioning

confidence: 99%

Effectiveness of job search interventions: A meta-analytic review.

Liu¹,

Huang²,

Wang³

2014

Psychological Bulletin

242

163

View full text Add to dashboard Cite

The current meta-analytic review examined the effectiveness of job search interventions in facilitating job search success (i.e., obtaining employment). Major theoretical perspectives on job search interventions, including behavioral learning theory, theory of planned behavior, social cognitive theory, and coping theory, were reviewed and integrated to derive a taxonomy of critical job search intervention components. Summarizing the data from 47 experimentally or quasi-experimentally evaluated job search interventions, we found that the odds of obtaining employment were 2.67 times higher for job seekers participating in job search interventions compared to job seekers in the control group, who did not participate in such intervention programs. Our moderator analysis also suggested that job search interventions that contained certain components, including teaching job search skills, improving self-presentation, boosting self-efficacy, encouraging proactivity, promoting goal setting, and enlisting social support, were more effective than interventions that did not include such components. More important, job search interventions effectively promoted employment only when both skill development and motivation enhancement were included. In addition, we found that job search interventions were more effective in helping younger and older (vs. middle-aged) job seekers, short-term (vs. long-term) unemployed job seekers, and job seekers with special needs and conditions (vs. job seekers in general) to find employment. Furthermore, meta-analytic path analysis revealed that increased job search skills, job search self-efficacy, and job search behaviors partially mediated the positive effect of job search interventions on obtaining employment. Theoretical and practical implications and future research directions are discussed.

show abstract

“…Lise (2013) examines how savings decisions affect on-the-job search; Hagedorn and Manovskii (2013) explore how on-the-job search affects wage outcomes. There is a psychology-based literature on why individuals engage in job search (see, e.g., Schwab, Rynes, & Aldag, 1987;Turban et al 2013) that mainly focuses on individual dispositions associated with personality. Research on the related topic as to what keeps employees from quitting is voluminous and far too extensive to review here (see, e.g., Griffeth, Hom, & Gaertner, 2000).…”

Section: Job Search and Executive Searchmentioning

confidence: 99%

Understanding Executive Job Search

Cappelli

Hamori

2014

Organization Science

View full text Add to dashboard Cite

We apply the exploitation/exploration dichotomy faced by organizations in business strategy to the decisions of individual executives as to whether to continue in their current organization and exploit career opportunities there or explore new ones through the avenue of job search. Specifically, we observe whether executives pursue offers from an executive search firm to be considered for positions at other organizations. Insights from the multi-armed bandit problem help explain who searches and who does not, focusing on the structural attributes of each individual's situation. Individuals are more likely to search where their current roles are less certain and where broader career experience makes search more useful because the array of possible opportunities is greater. The results also shed light on the operations of executive search firms, who are central actors in executive careers. ABSTRACTWe examine an aspect of job search in the important context of executive-level jobs using a unique data set from a prominent executive search firm. Specifically, we observe whether or not executives pursue offers to be considered for a position at other companies. The fact that the initial call from the search firm, which we observe, is an exogenous event for the executive makes the context particularly useful. We use insights from the Multi-Arm Bandit problem to analyze the individual's decision as it emphasizes assessments of future prospects in the decision process, which are particularly relevant for executive careers. More than half the executives we observe were willing to be a candidate for a job elsewhere. Executives are more likely to search where their current roles are less certain and where their career experience has been broader. Search is more likely even for broader experience within the same employer. In the latter case, the array of likely opportunities is also broader, making search more useful.

show abstract

Be Happy, don't Wait: The Role of Trait Affect in Job Search

Cited by 78 publications

References 81 publications

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

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

Effectiveness of job search interventions: A meta-analytic review.

Understanding Executive Job Search

Contact Info

Product

Resources

About