Predictors and outcomes of Vietnamese university graduates’ networking behavior as job seekers

Abstract

Although networking is considered a positive job search behavior, scholars have paid little attention to the role of networking in an individual’s job search outcomes. In this research we used structural equation modeling to test empirically the relationship between networking behavior and job search outcomes with a sample of 773 Vietnamese university graduates. We also integrated individual difference theory and social network theory to investigate the predictors of networking behavior that indirectly influence employment outcomes. Results show that networking behavior had a positive effect on a job seeker’s chances of obtaining a job interview and receiving a job offer. In addition, the individual differences of personality traits, jobsearch clarity, and networking comfort, as well as network size and tie strength in the structure of the network, were significant antecedents of job seekers’ networking behavior. Theoretical and practical implications are discussed.

HEXACO Personality Traits and Job Seekers’ Networking Behavior: The Effect of Network Size

“…Brazil 67%, the Philippines 83%) (Franzen & Hangartner, 2006). Networking is found to be positively related to short-and long-term job search success consisting of number of job interviews and employment offers (Hoye et al, 2009;Lin & Le, 2019), job satisfaction and personorganization fit (Hoye et al, 2009;Wanberg et al, 2000).…”

“…Networking behavior is an informal job search method described as contacting family, friends, or acquaintances for asking job information, or employment leads to get a desired job (Wanberg et al, 2000). Previous studies consented that networking method is an effective career management strategy (Forret, 2014;Franzen & Hangartner, 2006;Hoye et al, 2009;Lin & Le, 2019;Wanberg et al, 2000). First, social relationships are a valuable resource that can supply job seeker not job information, but also emotional and instrumental supports when facing employment challenges (Brown & Konrad, 2001;Forret, 2014).…”

“…Furthermore, they who are emotionally unstable tend to rarely initiate to maintain friendship relationships (Selden & Goodie, 2017). Lin and Le (2019) indicated that emotionality negatively influences job searchers' the level of networking.…”

“…Accumulated research evidence suggests that personality is a prominent representation to individuals in terms of work perception, motivation, behavior, job Many scholars found evidence of the effect of personality traits on job seekers' the level of networking behavior (Forret & Dougherty, 2001;Lin & Le, 2019;Wanberg et al, 2000). For example, Forret and Dougherty (2001) found that extraverted job seekers are inclined to be significantly associated with networking activities such as maintaining social relationships, socializing, while those high in emotionality tend to decrease networking behavior for finding a job (Lin & Le, 2019). However, the understanding of the mechanism explaining the relationship between personality traits and networking behavior is still lacking.…”

“…Networking behavior is an informal job search method, but effective and popular (Forret, 2014;Forret & Dougherty, 2001;Hoye et al, 2009;Lin & Le, 2019;Wanberg et al, 2000). Forret (2014) reviewed the literature on networking and its relevance for job-search success and confirmed that networking behavior is an effective job search strategy that not only supplies job chances to job seekers, but aslo provides emotional-social supports from friends or acquaintances.…”