Once you do the reading ahead of its due date, please enter your first 150-word summary responses as a comment to this post. The 150 words covers all the assigned pages, but feel free to write more if you wish. Your summary response can address any of the questions below or more:
- What did you learn?
- Can you share a personal experience that supports or challenges the author’s statements.
- Do you have other pieces of information from other sources or you experience that connect in some way to the authors claims?
- How is what you learned related to our class, your other classes, your future job, other areas of life, and/or our major assignments?
Be sure to read closely, highlighting key passages and taking notes about your thoughts and reactions. Use the Reading and Annotating Guide to prepare a thorough summary/response.
I learned that stable or changeable personality characteristics, attitudes, and environmental conditions are some of the factors that might lead to a job search and affect work success. (Antecedents) These conditions and elements, like job search self-regulation and behaviors, which may change over time, influence the job search process. (Process Variables) The effect of these factors on employability ultimately varies.
From personal experience in job finding and implementing studies with Process Variables, I had a goal of simply making money to build up my bank account and put some in my Roth IRA, which goes towards my retirement funds. I’m far from retiring, but it’s good to build it now so I won’t have to worry much in the future because it will grow slowly. My job search intention is to find a simple job that makes a decent amount of money. I’m not looking for any positions in my major right now because it’s my first job rather than an internship. As for Antecedents, Job seeking with my personality would involve patience, being friendly, cooperative, communicative, and honest. Including the attitudinal factors (beliefs, judgments), I believe in keeping a positive attitude within the community and giving out social support when needed. With my personality and goals, I found a job as an after-school teacher.
I’ve learned from this reading that many factors are connected to finding a job. It’s more complex than it seems, and you need to consider what you’re interested in, how much pressure you can handle, and what goals you have in mind. Most of these components come from who you are and what you seek—mainly questioning if this job fits well with you. I can consider this to understand myself better to find the right career for me in the future or to take on the kinds of internships I’d like to participate in. Even though these behaviors, goals, and self-regulations can shift over time, I can adapt to that change to alter what job I want to seek long term.
I learned that numerous factors impact the job-search process called antecedents, broken into personality, attitudinal, and contextual categories. The paper stated that personality and social behavior shape employment and job search, as people who are less anxious and more extroverted are likely to succeed in finding a job. Based on my experiences with friends and family, networking with others is the main reason people find employment. Personality can be displayed in networking calls which help push their applications forward with referrals. People are likelier to be employed if people in the company like them. This supports the author’s claims because extroversion allows people to express themselves better and establish meaningful connections. It is not to say that introverted people won’t find jobs, but it will be easier if they are more extroverted. This helps me in my future job search because networking and being likable are substantial parts of finding a job in investment banking. In such a competitive field, I must differentiate myself with my personality to find a good, well-paying job.
What I learned from this reading is that when searching for a job, there are many factors to consider. These factors can be things such as attitudes, goals, and personality traits, and things, such as job search self-rule, and behaviors. Personal factors are important in finding a job that matches the individual’s needs and preferences. Changing to circumstances and being open to new opportunities can also increase the chances of finding a career path. An experience I had that supported the author’s statement was when I got my first job. It supports it because I got the job because my dad knew someone that could take me, and it was also because I was able to change the circumstances of the job. This proves that having connections, being able to change, and having a confident attitude can highly increase your chances of getting a job, and the more you work on those key things, the better your chances will get in getting the job you desire most.
This research article was quite fascinating to read as I have experienced these influences in my own job search and everyday actions. Antecedents which include personality, attitude, and other contextual variables could influence the job search process. My personality trait tends to align with that of agreeableness which results in me settling with what I already have. This trait very much hinders my ability to strive for a higher and better-paying position. Additionally, due to this trait, I have difficulty building up the courage to look for a job or go for an interview which limits my job search options. This research article reminds me of videos I have watched of Jordan Peterson, a Canadian psychologist about agreeableness. He expressed that agreeableness is one of the factors that influence the wage gap between men and women highlighting that the majority of women are agreeable and the majority of men are disagreeable. He brings up his efforts on training young women to be more disagreeable and shares how quickly these women were able to increase their pay and gain higher positions. So, many factors go into finding a job and then ultimately succeeding in said job. Working on improving certain traits that help with job success could be vital in our future career search.
Do you think it’s more desirable to make job-seekers less agreeable or workplaces more agreeable?
In this scholar article, I learn job search behaviors are influenced by individual differences, job characteristics, and environmental factors, related to employment outcomes, such as job satisfaction, job performance, and turnover, and influenced by interventions, such as training programs and job search assistance. For personal experience and thinking, even though I didn’t have job research yet, I think that first, I will look for a job first, because many of the HR managers will require their job seeker to get some work experience, even if you don’t like this job. Because it can Learn what you like and don’t like, help academically, earn money while learning skills. After I get enough work experience, I will consider the job that might fit my professional or interesting skills, So it will help me pay more attention to doing this job until this is the best. Next, From this scholar article I found that making good connections with others is one reason people get jobs. Extraversion allows people to better express themselves and form meaningful connections. It’s not that introverted people can’t find a job, but it’s easier for extroverted people to find a job. Lastly, from my friends’ experience, I know that, right now, our society has many online job search platforms, HR manager or job seeker will post their resume to the platform, HR manager or job seeker will look at each other’s information, helping them find the job easier which the article mention that the interventions. Overall, the article provides a comprehensive and informative review of the empirical research on job search and employment success, as well as a roadmap for future research in this important area.
I learned that there are many things that should go into consideration when searching for a job. This includes job-search regulation, job search behavior, and antecedents. The reading talks about how because job searching is self-managed, it is important to engage in this self regulation and make decisions based on it. Under job-search regulations, there are variables that include goal exploration and goal clarity, job-search intentions, and self-regulatory acts or goal striving activities. Job-search intensity and quality are also important in consideration because it refers to the effort and time that job seekers put into job-searching activities, but also on how they perform in them. This could include things like talking with friends, colleagues, or other forms of networking. Antecedents are also another important factor when finding a job and being successful in it as well. An example of one of these antecedents is personality. Having a certain personality could help an employee be more successful, this would include being lower on neuroticism and higher on extraversion. This means being less anxious and more socially interactive and energetic. Following these personality traits could help a job seeker to be more likely to find a job or for an already employee to be more successful. I can use this information for any future jobs because putting in the time and effort into the process of job searching, such as working on trying to be more extraversive, are important in finding a good job.
First and foremost, I would like to start by saying the authors really studied the Purdue OWL! A fantastic start with proper citations helped me gather the interest to read the paper. They present an extensive, quantitative analysis of the available research, highlighting the variables that significantly impact job search success and subsequent employment achievements. This article emphasizes the importance of individual traits, situational influences, and job-seeking behaviors in determining the probability of securing a job and realizing long-term career accomplishments. The authors also pinpoint areas requiring further study and propose potential research paths to fill gaps in our current comprehension of job search and employment success. By combining and summarizing findings from multiple quantitative investigations, this work aims to provide valuable insights for scholars and practitioners in career growth, human resources management, and organizational psychology.
I was really impressed by the authors’ extensive exploration of job-seeking processes. Their ability to incorporate and assess the current literature offered a revealing view of the different factors contributing to effective job searches and employment outcomes. Their recognition of research shortcomings was particularly fascinating, as it emphasized areas where our understanding remains incomplete and called for additional examination. I personally thoroughly enjoyed reading the piece and I believe it’s a great work to read for anyone getting into the job field.
I learned that factors such as financial, meaning, structure, social involvement, status, identity, personal development, and career growth is what encourage others to search for jobs. Although these are the factors that drive people to search for jobs other facts such as medical conditions, anxiety, introvert and etc… hinders one’s capability of searching for a job. From personal experience Job searching could also be very competitive as many people could be looking for the same job as you and employers would be looking for the better-fit person to hire for the job but, through networking, finding a job would be easier as you would have friends/acquaintances help you secure a job easier and potentially even faster. What ive read does relate to our class as in our final assignment what we will be doing will help us get a job easier as it shows employers our skill and knowledge over a specific topic and building a website.
I learned the key to gaining job offers, interviews, and employment were highly involved with the four components related to self regulations. Goal exploration, goal clarity, job search intentions, and self regulatory acts play key roles showing consistent positive relations with all outcomes including employment status and quality. However, self-regulation traits that involve forced habits and unconscious controls remain the bigger role in allowing various long term effects, rather than short term factors such as attitude and external factors that influence an individual to undergo a job search.
One connection I could make to my personal experience would be my first job near a local middle school for an public educational program named Chinatown Planning Council, or CPC Beacon for its acronym. I first heard of the program and government agency from an informal job search of a fellow volunteer mate that was in the program. During the first day of employment, I was highly motivated with a positive mentally and clear goal of being a good first-time employee. This later came to play an important role in my job satisfaction as I was able to continue my employment status and quality, having a clear goal in mind and pursuing an ongoing connection with my colleagues. This is similar to the relationship shown with self-regulations and how I was able to make less conscious controls to benefit my ability as a worker, while stimulating my growth through job searching intensity, quality, and employment success.
I learned that some of the elements that could assist a job search and influence employment success include stable or flexible personality traits, attitudes, and environmental circumstances. In the study, the authors conducted a quantitative synthesis of the literature to test relationships between job-search self-regulation, job-search behavior, and employment success outcomes, the study presented a framework for organizing the plethora of variables examined in the literature on job seeking and employment success. The meta-analysis found that the quantity of employment success outcomes—such as the number of interviews, job offers, and employment status—was significantly predicted by the intensity of the job search. The study suggests that job search interventions should concentrate on enhancing changeable precursors including employment commitment, job-search self-efficacy, and job-search attitudes in order to provide practical implications to help job seekers. Also, job seekers should learn how to enhance their self-regulation, active job search, and quality of their job search.
This research article gave me insight into the different factors that predict success in job search. The article lists different antecedents that contribute to the outcomes of people going through job search. One of the more notable ones was personality, one of the most easy ideas to digest in the reading. The researchers broke the personalities into different categories, and found that some personality traits were more likely to create success in job search than others. For example, being an extrovert is a more valuable trait than being an introvert. This makes sense, because many jobs require one to be social, and having good social skills is indeed a valuable skill. The researchers also emphasize other things such as networking. For example, one result from the research shows that informal job research (connecting with friends, relatives, business contracts) was more useful than formal job research. It is a common saying in the workforce “its not what you know, but who you know” and so this article gives insight into why that is the case. Overall, the article dives deep into the different behaviors people experience in job search, and goes into the benefits each behavior has on the success of getting employed.
I learned from this article that many factors could affect employment outcome success such as job-search behavior and job-search intensity. One of the results that interested me the most was that job-search intensity correlated positively with the number of interviews and job offers that you could receive. Specifically, active job search would be the best option because this also positively relates to the employment outcomes success where it can increase the number of interviews, job offers, employment status, and employment quality. This information will help me know that I should be more serious and intense when I start job searching because there will be a higher chance that I will receive interviews and job offers. In terms of job-search regulations, I should also do goal exploration because according to this study, it will positively affect my employment outcome success. One thing that might hinder me is that my personality isn’t very extroverted which would not be helpful for me when job searching but I am agreeable, which would help me with employment quality. When I start job searching or even looking for an internship, the results of this study should benefit me greatly.
This article taught me that certain job-search behavior along with job-search self-regulation can affect employment success. Based on a study, job search behavior like preparatory search, active search, informal job search, formal job search, and job search quality will positively impact your employment outcome. Giving time and effort and being thorough when searching for jobs, will give you more interviews and job offers. Job-search regulation components are goal exploration, goal clarity, job-search intentions, and self-regulation acts. Being consistent with these things will show positive effects on overall job intensity and quality and in turn give you higher employment success. Antecedents relate to job-search behavior, job-search self-regulation, and employment success and it is important because the study showed that people who are higher on extraversion and conscientiousness will have a higher chance of getting employed. Many employers won’t like to have employees who are anxious, self-conscious, and hostile. Rather, those who are socially interactive and open to adapting and trying new methods will be chosen for employment. As a college student who is starting to look for internships to gain experience, I have heard often that the most important thing to do to gain the attention of employers is being very social and attend many networking events. This study showed me the many others factors that I should pay attention to in my job search to have a higher chance of employment success.
Based on this article, I have learned the key factors that it takes to have a better success rate to get hired for a job. This is all based on your personality, attitude, and the environment someone is in. I can say that this is accurate because when I was interviewed for my job, my manager made sure to ask me the question “How well do you work in a team?” The answer to this question would define how I share my space with others and how I would communicate with them. This meant that I would have to trust my coworkers and they would have to trust me. Knowing that I have a good personality would better enhance the working environment which would make the customers happy. It is always important to have a good relationship with your manager and your coworkers because you spend a majority of your time with them. You would want them to like you and this would enhance the working environment better.
I learned that Active job search strategies, such as networking and informational interviews, are more effective in finding employment than passive strategies. These strategies are particularly important for individuals who face barriers to employment, such as those with limited work experience, education, or resources. Especially, for college students with no to very less work experience. The effectiveness of job search strategies varies by individual characteristics, such as age, education, and work experience. For instance, younger job seekers may benefit more from using social media platforms to network, while older job seekers may prefer more traditional methods, such as in-person networking events. Job search intensity and persistence are important determinants of employment success. Job search support and resources, such as job training and career counseling, can improve employment outcomes. These interventions can provide job seekers with the necessary skills and knowledge to succeed in their job search and increase their employability. These learning points have important implications for job seekers, policymakers, and employers in improving employment outcomes and informing job search interventions.
After reading this article, I learned that job searching is more complex than I thought. When we deeply analyze factors of job searching, I notice these are connected in ways that I did not realize. Our anecdotes (previous factors about ourselves) are connected to how we search for jobs online and the behaviors that are connected to employment success. So all the little activities people do that are job-related are connected to job success more than we realized. In my personal experience, the network of ideals relates to me. I use my previous experience and my likes and goals when doing job searching. Based on what I observed most people got their jobs through connection. And getting a job through connection relates to job search behaviors since people get through the job searching process quicker through connection. Based on what I learned I will think through job searching a little more to be employed. Also, try to see if there are more connected ideas that I did not see.
I discovered that stable or flexible personality traits, attitudes, and contextual factors are some of the factors that may support a job search and influence work success. The study presented a framework for organizing the plethora of variables examined in the literature on job seeking and employment success. The authors carried out a quantitative synthesis of the literature to evaluate connections between job-search self-regulation, job-search behaviour, and employment success outcomes. Their meta-analysis revealed that the level of job search activity significantly predicted the quantity of employment success outcomes, including the quantity of interviews, job offers, and employment status. The study recommends that in order to provide useful recommendations to aid job seekers, job search interventions should focus on boosting changeable antecedents such as employment commitment, job-search self-efficacy, and attitudes with people. Also, job seekers should take steps to enhance their self-control, active job search, and job search effectiveness in order to better themselves.
I am responding to question 3. I do genuinely sympathize with the author’s claims about job searching. The complexity of it is outstanding to me through how emotions can affect your job search and your environment. Depending on these factors, it can make or break an internship/employment opportunity. My personal experience in job searching has been relatively simple to me but my experience in internship searching is an entirely different story. I noticed that my process variables revolved around making a good amount of money via investing. I was okay with long-term investing in my career as well. This prompted me to job search in my major finance at small investment banks focused on M&A. My antecedents craved a client-facing job. My antecedents were Teamwork, Sociability, communication, and quantitative skills. It was natural for me to be inclined toward investment banking. I’ve had a couple offers at small firms for finance and accounting internships that I declined because my antecedents didn’t match that. This Friday I have an interview for a summer analyst internship at a small investment bank boutique focused on healthcare M&A. I’m really pumped for it to be doing a job I genuinely enjoy! Apologies for the late submission. I had some issues with my Blogs@Baruch log-in
Thank you for your time and consideration.
Best regards,
Flavio Guevara
I learned that job search quality drives people to have successful employment. It means that individuals need to put in the effort to carefully construct resumes, job applications, and prepare for interviews. People need to tailor their responses in resumes and interviews to the company they applied for. With the help of technology, the company’s mission statement and their expectation of employees are easily accessible. Therefore, people can use these resources to get the jobs they desire. The concept of using our resources can be used in all aspects of our life whether at work or in school. Before you ask your peers or coworkers for answers, look through the resources that you are provided. Sometimes, the answers are merely one Google search away. Essentially, you can get any job as long as you tailor your responses. I learned to remember that you don’t need the job instead, the jobs need you. For that reason, you should choose the job you like because it “[provides] meaning, structure, social involvement, status, identity, personal development, and career growth” (Hooft et al., 2021). Be the one in control by remembering that you can choose what jobs define the rest of your life.
Job search is a common activity throughout various life stages and can significantly impact an individual’s well-being. A new framework has been developed to organize the multitude of variables examined in the literature on job seeking and employment success, based on the definition of job search as a goal-directed, motivational, and self-regulatory process. A quantitative literature synthesis was conducted to test relationships between job-search self-regulation, job-search behavior, and employment success outcomes. The study identified job-search self-regulation and quality as promising constructs for future research as they predicted both quantitative employment success outcomes and employment quality. The study also identified the importance of conceptualizing job search as a self-regulatory process. It highlighted the role of personality, attitudinal factors, and contextual variables in job-search self-regulation, job-search behavior, and employment success. The findings support the importance of job-search intensity in predicting quantitative employment success outcomes but not employment quality. Overall, the study provides an in-depth understanding of the factors that play a role in a successful job search. These abilities mean that people will be able to “hack” their job applications in the future and be able to more successfully maximize their potential and ability when finding the perfect fit for a job.
Through the use of many Psychology databases and reports from Universities, journals and annual reviews Hooft, Kanfer, Basbug, Kammeyer-Mueller, and Wanberg described the process of job search and it’s impact on individuals. The quality of job search affects the success of an employment. One of the most important psychological factors in job search are personality traits. According to the study, successful job search varied greatly between different (samples of people that were grouped into) categories. This identity part always played a major role in job search as people who posses better job related personality traits such as sociability, group-working, and open mindedness, have a higher chance of being employed. I am generally an introvert but on the other hand very adaptive and open to learning so there will always be obstacles on my way but I should be able to overcome them. Nevertheless, there are many other factors such as career goals and growth, job status, and another important factor – social involvement that affect job search. What kind of people you are friends with, is there anyone in the field or in a related or within that company that can vouch for you? How do you spend your time? I accidentally read the next reading from the schedule and it talked about first impression in job search. Your social involvement and identity on the internet greatly affect how the recruiter feels about you. That’s what helps them decide whether you are a professional or a party person with a college degree.
According to the data provided by the article, in recent decades the job search process and the results of job success have changed enormously, which has facilitated many due to technological advances, since the previous generation did not have access to the internet and to so much technological advance that it was difficult for them when looking for a job. Today, thanks to the internet and technology, they have facilitated job search and job success by improving access to information, opportunities and online tools for millions of people globally. However, it is also important to note that technology has also brought changes to the job market, with new ways of working and challenges related to automation and global competition. Therefore, given that it has become easy for us, there are challenges and to be successful at work is related to behavior and enthusiasm for the job search. Because so many people go out of their way to search for job information, submit job applications, visit and examine the company, make connections with people, etc. they are more likely to get a higher quality job and be successful. In conclusion, I have learned and I have realized that these job search factors and job success are challenges for me, being an introverted person and not so enthusiastic, but they will be goals and challenges that I must meet and face from now on being a university student and being responsible for my professional future. Although I believe that time can also be a factor that can alter the decision and the situation, because the future situation is not predictable, job search and job success may take time and a lot of patience until I find a job that I really feel comfortable with and want to work in the long term. Being in a comfortable work environment, free of expression, with good communication, and other personal skills such as leadership, ethical mentality, taking initiative, having clear goals, and always willing to look for new opportunities, I feel that they are the most essential and fundamental strategies for a job success.
In the modern world and how employment works, technology has become an integral part of us and almost all of our routine and life is accompanied by technology. The authors of the article “Job Search and Employment Success: A Quantitative Review and Future Research Agenda” talk about the job market and tell us different job search strategies. Now job search is much easier and more organized based on the time when people were looking for a job through an ad in the newspaper, so in this regard we have more choice and also the requirements for our position. We also face strong competition on a daily basis, so we focus our resumes mostly on the qualities that employers look for in a comfortable workplace. Therefore, the authors offer more research on the impact of technology and the policies that are adhered to by both sides of the job search process. Nowadays, I think that getting the job of your dreams is harder than ever, or working in a certain position you need to find what makes you stand out and find your personality. Obviously, it will be better for the employer if you are able to work well in teams, and you are dependable since you will do everything on time. But why not offer something more than that? Introduce more of yourself and stand out among thousands of equally responsible and sociable candidates. In the reading authors also emphasizes individuality and contextual factors regarding personal growth and the selection of a position that meets certain criteria.
The article discusses various factors involved in the possibility of a person being hired for a job such as personality, attitudinal factors, and contextual variables. The study discovered that the active job search receives the highest number of positive interviews and receiving a job. In addition, goal clarity and exploration have a positive relation to employment. Additional factor involves antecedent that produces a positive correlation with getting a job offering such as core self-evaluations, extraversion, trait self-regulation, conscientiousness, job-search self-efficacy, low job-search anxiety, employment commitment, and positive labor market demand expectation. The 5 big trait involves having a weak correlation with job-searching intensity but a high correlation with job-searching behavior. However, different types of job seekers demonstrate that new entrants have a higher job intensity which leads to more job offers compared to unemploy and employed people. However, the variable categorization has a limitation because some can be defined better than others because some are based on imperfect ways of measurement such as using consciousness.
I think confidence and extraversion help with getting a job because people want someone they believe is the most capable of performing a job. However, I heard that hiree looks for work experience and people get jobs through connection most of the time. I’ve heard that someone whose stubborn isn’t an appealing skill. However, the use of technology has helped with making it more merit base.
I think I can use this information to prepare what I want and what I should work on in order to apply for future job opportunities. I should work on showing extraversion and work on self-evaluation. It is important to be confident and be able to adapt to the job by using feedback. However, the difference in job finding because of technology makes me think of how technology can evolve and try to make a speculation of the future when it comes to jobs to decide how I should choose my career path.
This article provided valuable insights into the various factors influencing employment outcomes, such as job seeking behavior as well as one’s intensity. The positive correlation between job search intensity and the number of interviews and job offers one might receive varies on input. Engaging in an active job search is the optimal choice as it positively impacts employment outcomes that include the number of interviews, job offers etc. This knowledge emphasizes the importance of being diligent and committed during a job search, which in turn increases the likelihood of securing interviews and offers. In terms of job search strategies goal exploration plays a crucial role, as the study suggests it positively influences employment outcome success. While I am very introverted as most people are, which might not be advantageous during the job search process, my duty to provide and strive in what businesses are in search for should contribute positively to the quality of my employment. As I begin my job search or seek an internship in the following summer or winter, the information I gained from this study is immensely valuable like advice from older people. The knowledge gained from this article is also relevant to our class, other classes, and future career as it highlights the importance of understanding one’s own goal orientation profile and adopting a learning oriented approach. This can be beneficial not only in the job search process but also in academic and professional pursuits. By being aware of our own goal orientation profiles, we can work to cultivate a more learning oriented mindset that fosters curiosity, resilience, and adaptability. This understanding is particularly valuable in the context of our major assignments, as it encourages us to approach challenges with a growth mindset and continuously strive for improvement.
I learned that there are many elements that go in when seeking a job. A few elements are attitudes, goals, and personality traits and other factors that go into looking for jobs. One that I found very interesting was that of Attitudinal factors, it is defined as “evaluative and affective beliefs, cognitions, and judgments regarding unemployment, employment, and job search”. This is further elevated by many concepts on how we view employment as negative, being committed when employed, and the anxiety of job searching. As many of these factors impact the quality of engagement of work as more resources and time is spent looking over many jobs that many take up months to find. An experience that relates to this concept is when I was looking for a job and have been over the past month but haven’t heard anything back. As time passed my efforts to look for one slowly decreased but then after some time I found one and have been fully committing my time to it. What I learned is related to our class as we have looked over how many people find jobs and how being connected with others can likely increase your chance in finding a job.
Throughout the article, I learned that multiple factors play a major role in an individual’s job search. Such factors include self regulation, personality, attitudinal, and contextual variables in addition to the quality of the applicant. Although today’s day and age has drastically altered the job search process, these factors stayed consistent throughout job history. When an individual has high self regulation, motivation, clear career aspirations, and commitment, they are more likely to get interviews and job offers. As I read the article, I was able to connect the discoveries to words of advice mentors and peers have provided me. As a college student who is merely beginning her professional career, many mentors have told me the importance of self and motivation when it comes to job search. While one’s qualifications may make up a major part of the likelihood for job success, your own personality and mindset plays a bigger role. During my own experience in job search, I have noticed that when I am more confident in my abilities, I tend to get positive results. At the end of the day, it is impossible to not feel the lack of motivation after rejections on rejections, but perseverance will ultimately lead to that the offer someone may have been working towards.
I learned the importance of self-regulatory and job-search behavior (job-search intensity and job-search quality) and goal-directed when it comes to finding a job. Jon-search intensity is a person’s determination and method used to seek a job; the amount of time and effort he/she will invest to find a job. On the other hand, job-search quality is a person’s performance in networking and interview behavior. This also includes his/her background information such as a resume. The authors used an organizing framework to calculate or predict employment success. They had a complex figure showing the relationship between the antecedents, job-search process, and outcomes. From the figure, we can see the factors involved in seeking a job. As the figure stated, I think goal clarity and goal exploration are very important for teenagers. They have to clarify what their goals are. They are not able to get jobs that do not suitable for them. From my personal experience, students from high schools or even first-year college students are extremely difficult to get those part-time jobs that required skills. The labor market usually offers them relatively easy jobs. It is crucial for a person to have an achievable goal before he/she is actually looking for a job. The things I learned from this reading are related to our major assignments because those assignments improved my skills that are required by a job. As I am majoring in Finance, doing our major assignments (I am doing universal basic income) strengthens my resume which boosts my chance of getting an internship in the future.
From this article, I’ve learned that multiple factors contribute to an individual’s job search process, including. Job search is a goal directed, self regulating, and motivating process that involves cognitive, emotion, and behavior of the research. Job search intensity is a good predictor of employment success . Personality, attitudinal factors, and contextual variables are important antecedents toward job seeking, self regulation, and employment successes. This article highlights the importance of understanding the job search process, providing several valuable insights toward the job search process, and how these variables may contribute toward employment success.
I don’t have much job search experience or employment experiences. From my own perspective, it is important to organize your own skills or abilities and personal interest in the job searching process. Finding a suitable job may not be an easy process but with more research and self regulation, it increases the potential of success in the employment process.
This reading is helpful in providing an insight of what a job-searching process could look like especially for college students like us, and what could potentially bring success. Employers are now looking for more than a page of resume. Antecedents, job and social behaviors, and many other factors are all taken into consideration for the job seeker. Although this article does explain why the possibility of extroverts finding a job is higher than introverts, I do think that it is instead the types of jobs they’re more likely to get. In other words, there are certain jobs that introverts might be more likely to be a best-fit of, such as accounting, programming, freelance writer, and any other jobs that mostly require independent work. In such a case, companies and employers do not have to purposely look for people that are more outgoing. I was never outgoing before, but an internship puts me to work as a data entry clerk at a bookstore. After the internship, I do realize that such a job is not really a good-fit for people who like to socialize because it is really a slow-paced work environment and that work gets boring very easily. Anyway, what I also really enjoy while reading is that it introduces various terminologies and phrases that I never knew was a thing, such as job-search anxiety, social pressure to search, etc. Last but not least, the findings from the research conducted has shown how they have important implications to help job seekers who are in need of help.