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Self-Regulation During Job Search: The Opposing Effects of Employment Self-Efficacy and Job Search Behavior Self-Efficacy

机译:求职中的自我调节:就业自我效能与求职行为自我效能的对立效果

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摘要

Adopting a self-regulatory perspective, the current study examined the within-person relationships among job search cognitions, job search behaviors, and job search success (i.e., number of job offers received). Specifically, conceptualizing job search behaviors as guided by a hierarchy of means-end (i.e., job search behavior-employment) goal structure, we differentiated employment self-efficacy from job search behavior self-efficacy. Our results showed that higher levels of perceived job search progress could lead to more frequent job search behaviors through enhancing job search behavior self-efficacy. However, higher levels of perceived job search progress could also lead to less frequent job search behaviors through elevating employment self-efficacy. In addition, the relationships between perceived job search progress and efficacy beliefs were moderated by job seekers' level of internal attribution of their progress. Finally, we found that at the within-person level, frequency of job search behaviors was positively related to number of job offers received. These findings were discussed in terms of their theoretical and practical implications.
机译:本研究采用自我调节的观点,研究了求职认知,求职行为和求职成功之间的人际关系(即收到的求职数量)。具体而言,在均值端(即求职行为-就业)目标结构的层次结构指导下概念化求职行为,我们将求职自我效能与求职行为自我效能区分开来。我们的结果表明,较高的感知工作搜索进度水平可以通过增强工作搜索行为的自我效能来导致更频繁的工作搜索行为。但是,较高的感知工作寻找进度也可能通过提高就业自我效能而导致工作寻找行为的频率降低。此外,求职者对工作进度的内部归因水平调节了感知的求职进度与效能信念之间的关系。最后,我们发现,在人员内部层面,求职行为的频率与收到的工作机会数量呈正相关。对这些发现进行了理论和实践意义的讨论。

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