Job search is an important activity that people engage in during various phases across the life span (e.g., school-to-work transition, job loss, job change, career transition). Based on our ...definition of job search as a goal-directed, motivational, and self-regulatory process, we present a framework to organize the multitude of variables examined in the literature on job seeking and employment success. We conducted a quantitative synthesis of the literature to test relationships between job-search self-regulation, job-search behavior, and employment success outcomes. We also quantitatively review key antecedents (i.e., personality, attitudinal factors, and contextual variables) of job-search self-regulation, job-search behavior, and employment success. We included studies that examined relationships with job-search or employment success variables among job seekers (e.g., new labor market entrants, unemployed individuals, employed individuals), resulting in 378 independent samples (N = 165,933). Most samples (74.3%, k = 281) came from articles published in 2001 or later. Findings from our meta-analyses support the role of job-search intensity in predicting quantitative employment success outcomes (i.e., rc = .23 for number of interviews, rc = .14 for number of job offers, and rc = .19 for employment status). Overall job-search intensity failed to predict employment quality. Our findings identify job-search self-regulation and job-search quality as promising constructs for future research, as these predicted both quantitative employment success outcomes and employment quality. Based on the results of the theoretical and quantitative synthesis, we map out an agenda for future research.
We examine how a 16-week cut in potential unemployment insurance (UI) duration in Missouri affected search behavior of UI recipients and the aggregate labor market. Using a regression discontinuity ...design (RDD), we estimate marginal effects of maximum duration on UI and nonemployment spells of 0.45 and 0.25, respectively. We simulate the unemployment rate implied by the RDD estimates assuming no market-level externalities. The implied response closely approximates the decline in the unemployment rate following the benefit cut, suggesting that, even in a period of high unemployment, the labor market absorbed the influx of workers without crowding out other job seekers.
Searching for Work with a Criminal Record Smith, Sandra Susan; Broege, Nora C. R.
Social problems (Berkeley, Calif.),
05/2020, Letnik:
67, Številka:
2
Journal Article
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People with a criminal record face substantial demand-side employment barriers that have clear implications for whether or not they search for work and what strategies they use. We know relatively ...little, however, about whether and how penal contact affects patterns of job search and how search patterns affect search success. Using the 2001–2011 waves of the 1997 cohort of the National Longitudinal Survey of Youth (NLSY97), we find that penal contact and penal dispositions—arrest, conviction, and incarceration—reduce odds of job search, decrease the number of search methods job seekers deploy, and direct job seekers away from search methods that are generally more efficient and effective at yielding offers. Further, altered search patterns contribute significantly to post-contact job seekers’ lower odds of search success, especially for blacks. Taken together, our findings suggest that job search engagement is another key mechanism linking penal contact and poorer job search outcomes.
Racial disparities persist throughout the employment process, with African Americans experiencing significant barriers compared to whites. This article advances the understanding of racial labor ...market stratification by bringing new theoretical insights and original data to bear on the ways social networks shape racial disparities in employment opportunities. We develop and articulate two pathways through which networks may perpetuate racial inequality in the labor market: network access and network returns. In the first case, African American job seekers may receive fewer job leads through their social networks than white job seekers, limiting their access to employment opportunities. In the second case, black and white job seekers may utilize their social networks at similar rates, but their networks may differ in effectiveness. Our data, with detailed information about both job applications and job offers, provide the unique ability to adjudicate between these processes. We find evidence that black and white job seekers utilize their networks at similar rates, but network-based methods are less likely to lead to job offers for African Americans. We then theoretically develop and empirically test two mechanisms that may explain these differential returns: network placement and network mobilization. We conclude by discussing the implications of these findings for scholarship on racial stratification and social networks in the job search process.
Social cognitive career theory (SCCT) currently consists of 4 overlapping, segmental models aimed at understanding educational and occupational interest development, choice-making, performance and ...persistence, and satisfaction/well-being. To this point, the theory has emphasized content aspects of career behavior, for instance, prediction of the types of activities, school subjects, or career fields that form the basis for people's educational/vocational interests and choice paths. However, SCCT may also lend itself to study of many process aspects of career behavior, including such issues as how people manage normative tasks and cope with the myriad challenges involved in career preparation, entry, adjustment, and change, regardless of the specific educational and occupational fields they inhabit. Such a process focus can augment and considerably expand the range of the dependent variables for which SCCT was initially designed. Building on SCCT's existing models, we present a social cognitive model of career self-management and offer examples of the adaptive, process behaviors to which it can be applied (e.g., career decision making/exploration, job searching, career advancement, negotiation of work transitions and multiple roles).
This paper models the optimal search strategies of the unemployed across space to characterize local labor markets. Our methodology allows for linkages between numerous areas, while preserving ...tractability. We estimate that labor markets are quite local, as the attractiveness of jobs to applicants sharply decays with distance. Also, workers are discouraged from searching in areas with strong competition from other job-seekers. However, as labor markets overlap, a local stimulus or transport improvements have modest effects on local outcomes, because ripple effects in job applications dilute their impact across a series of overlapping markets.
Many organizations offer justifications for why diversity matters, that is, organizational diversity cases. We investigated their content, prevalence, and consequences for underrepresented groups. We ...identified the business case, an instrumental rhetoric claiming that diversity is valuable for organizational performance, and the fairness case, a noninstrumental rhetoric justifying diversity as the right thing to do. Using an algorithmic classification, Study 1 (N = 410) found that the business case is far more prevalent than the fairness case among the Fortune 500. Extending theories of social identity threat, we next predicted that the business case (vs. fairness case, or control) undermines underrepresented groups' anticipated sense of belonging to, and thus interest in joining organizations-an effect driven by social identity threat. Study 2 (N = 151) found that LGBTQ+ professionals randomly assigned to read an organization's business (vs. fairness) case anticipated lower belonging, and in turn, less attraction to said organization. Study 3 (N = 371) conceptually replicated this experiment among female (but not male) Science, Technology, Engineering, and Math (STEM) job seekers. Study 4 (N = 509) replicated these findings among STEM women, and documented the hypothesized process of social identity threat. Study 5 (N = 480) found that the business (vs. fairness and control) case similarly undermines African American students' belonging. Study 6 (N = 1,019) replicated Study 5 using a minimal manipulation, and tested these effects' generalizability to Whites. Together, these findings suggest that despite its seeming positivity, the most prevalent organizational diversity case functions as a cue of social identity threat that paradoxically undermines belonging across LGBTQ+ individuals, STEM women, and African Americans, thus hindering organizations' diversity goals.
Despite evidence on the increasing centrality of moral approaches to leadership for extant employees, management research provides little guidance on whether and how prospective employees come to ...draw conclusions about such leadership in their employer choice. Therefore, this paper integrates authentic leadership into signaling theory to identify CEO sociopolitical activism—a public and costly expression of personal political values by a company's highest and most visible leader—as an effective signal that is interpreted by job seekers to evaluate the CEOs’ degree of authentic leadership. Three experiments, including a parallel design for causal mediation inferences, and a field survey support that authentic leadership attributions mediate the positive impact of CEOs’ activism on job seekers’ employer attractiveness evaluations and employer choice. This mediation is attenuated when the activist CEO's espoused political values are incongruent with those of the job seeker and when the CEO engages in activism due to customer pressure rather than personal convictions. These findings primarily contribute to signaling theory and the literature on authentic leadership. For practitioners, the paper identifies a unique leadership signal that can contribute to an employer brand while cautioning about the costs this signal might impose on companies’ diversity.
•34/37 studies showed at least one measure of SEM associated with overdose.•Evidence for associations of health insurance, income, education, incarceration, social support, and SES with ...overdose.•Marginalization is associated with added precarity and risk for people who use opioids.•Initiatives aiming to decrease SEM are a necessary part of combatting overdose.
Socioeconomic marginalization (SEM) is an important but under-explored determinant of opioid overdose with important implications for health equity and associated public policy initiatives. This systematic review synthesizes evidence on the role of SEM in both fatal and non-fatal overdose among people who use opioids.
Studies published between January 1, 2000 and March 31, 2018 were identified through searching electronic databases, citations, and by contacting experts. The titles, abstracts, citation information, and descriptor terms of citations were screened by two team members. Data were synthesized using the lumping technique.
A total of 37 studies met inclusion criteria and were included in the review, with 34 of 37 finding a significant association between at least one socioeconomic factor and overdose. The included studies contained variables related to eight socioeconomic factors: criminal justice system involvement, income, employment, social support, health insurance, housing/homelessness, education, and composite measures of socio-economic status. Most studies found associations in the hypothesized direction, whereby increased SEM was associated with a higher rate or increased likelihood of the overdose outcome measured. The review revealed an underdeveloped evidence base.
Nearly all reviewed studies found a connection between a socioeconomic variable and overdose, but more research is needed with an explicit focus on SEM, using robust and nuanced measures that capture multiple dimensions of disadvantage, and collect data over time to better inform decision making around opioid overdose.
We present the first major test of proximal withdrawal states theory (PWST; Hom, Mitchell, Lee, & Griffeth, 2012). In addition, we develop and test new ideas to demonstrate how PWST improves our ...understanding and prediction of employee turnover. Across 2 studies, we corroborate that reluctant stayers (those who want to leave but have to stay) are similar to enthusiastic leavers (those who want to leave and can leave) in affective commitment, job satisfaction, and job embeddedness, and that reluctant leavers (those who want to stay but have to leave) are similar to enthusiastic stayers (those who want to stay and can stay) on these dimensions. We find that job satisfaction and job embeddedness more strongly influence the intent to leave and job search behavior for enthusiastic stayers and leavers than for reluctant stayers and leavers. More important, we show that for those experiencing low control over their preference for leaving or staying (i.e., reluctant stayers and leavers), traditional variables such as job satisfaction, job embeddedness, and intent to leave are poor predictors of their turnover behavior. We further demonstrate that focusing on enthusiastic stayers and leavers can significantly enhance the accuracy of job satisfaction, job embeddedness, and intent to leave for predicting actual employee turnover.
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