Job search methods, job search outcomes, and job satisfaction of college graduates: a comparison of race and sex

Abstract

A nationally representative sample of college graduates (N =11,152) were surveyed regarding their job‐seeking behaviors and outcomes. Race and sex differences among the job search strategies used, number of job interviews, number of job offers, annual salary, and job satisfaction were examined. Results indicated significant race and sex differences in job search methods used. There were significant differences in underemployment and job satisfaction as a function of race, and in underemployment and annual salary as a function of sex. There were no significant differences in number of job interviews or job offers regardless of race or sex.

Job-seeking behaviour and job outcomes among Lebanese university graduates in private and public universities

“…through friends; to select their jobs compared to males. These results differ from those of Mau and Kopischke (2001). They reported that female and male graduates did not differ in their use of the network system to obtain their jobs and that males were more apt to make a formal application to obtain a job.…”

“…To do this, the effects of job procurement on satisfaction and occupational performance were examined using structural or social variables. This study is in the tradition of those by Steffy, Shaw, and Noe (1989); Stumpf, Austin, and Hartman (1984); and Mau and Kopischke (2001). Specifically, the following dimensions were scrutinized: (a) graduate job selection and procurement methods; (b) differences in job-procurement methods between graduates from public and private universities; (c) job procurement and its relation to graduates' occupational attainment, i.e.…”

“…In a widely networked society, and in activities involving personal contacts, Granovetter (1974) found that weak ties (such as those with acquaintances or coworkers) yield more non-redundant information than do strong ties and are hence better sources of information. On the other hand, Mau and Kopischke (2001) report that submitting a ré sume and using formal methods to apply for jobs are most effective, followed by the informal method of recourse to family and friends. Societal factors such as the strength of family, caste, or ''tribal'' networking systems of job allocation and placement may contribute to the circumstances that result in contrasting findings of this kind.…”

Social Networks and Labour Market Outcomes: The Non-Monetary Benefits of Social Capital

“…Similarly, a larger proportion (ten percentage points) of the former is found in the higher income group. However, these findings were only replicated by a few studies (Corcoran et al, 1980;Staiger, 1990;Wegener 1991;Coverdill, 1994;Jann, 2003), while many others could not detect a wage differential (Lin et al, 1981;Bridges and Villemez, 1986;Marsden and Hurlbert, 1988;Preisendörfer and Voss, 1988;Lin, 1999;Mau and Kopischke, 2001). Some studies (De Graaf and Flap, 1988;Flap and Boxmann, 2001) even find a negative wage effect for social contacts.…”

Multi-Group Analysis: Testing Moderating Effects for the Causal Structure Model of Self-Action-Outcome (Sao Model)

“…11, No. 17;2015 study done by Mau & Kopischke (2001) reported that gender influenced job-search intensity, and also career decision-making (Melati, 2006;Gushue, 2006;Foster, 2005).…”