Mind the ad: How personality requirements affect older and younger job seekers' job attraction

Age discrimination may explain lower labour market chances of older and younger job seekers. What remains underresearched, however, is how older/younger job seekers might self-select out from early recruitment procedures due to stigmatizing information in job ads. Building on theories of metastereotypes and the linguistic category model, two experimental studies investigated how personality requirements that older/younger job seekers hold negative metastereotypes about and the way in which these requirements are worded (behavioural vs. dispositional) affected their job attraction. Within-participant mediation analyses showed that as expected, job attraction was higher for older (N = 123, aged 50 years or more) and younger (N = 151, 30 years or less) job seekers when requirements were worded in a behavioural way (e.g., ‘You can be flexible’), compared with a dispositional way (e.g., ‘You are flexible’). This relation was mediated by perceptions of challenge among younger but not older job seekers. Contrary to expectations, perceptions of threat did not explain the effects of negatively metastereotyped personality requirements on job attraction. Understanding how job seekers perceive information in job ads might help recruiters to design age-sensitive recruitment policies.     

Influences of job type, job status, and gender on achievement motivation

This study explored two issues. First, the stereotype was explored that teachers are lower in intrinsic achievement motivation than those in other occupations; second, that job type, job status, and/or gender influence intrinsic achievement motivation. Job type was explored based on the stereotype of a high achievement motivation condition (banking) versus a low condition (teaching). Job status was examined as currently working versus retirement from the occupation. Gender referred to sex, male and female. Each of the eight cells of a 2x2x2 factorial design contained 15 subjects randomly drawn from population pools (N=264) screened for membership on specific age, years of employment, and years of retirement. Intrinsic achievement motivation was assessed by the four factors of the Helmreich and Spence (1974) Work and Family Orientation Questionnaire (WOFO). Data were analyzed for main and interaction effects using multivariate analysis of variance (MANOVA). No support was found for the proposition that banking personnel are higher in motivation than teachers. On the second issue, gender and job status yielded statistically significant effects, suggesting that a person’s gender and whether he is working or retired both exert an influence upon his intrinsic achievement motivation.     

Exploring learners' self-efficacy, autonomy and motivation toward e-learning

A questionnaire survey was conducted with 116 college students (47 men, 69 women) in Central Taiwan to investigate predictive relationships among four attitudinal variables, perceived self-efficacy, learners' autonomy, intrinsic motivation, and extrinsic motivation toward e-learning. Analysis showed learners' autonomy was predictive of both intrinsic (57% independent variance explained) and extrinsic motivation (61% independent variance explained). Although perceived self-efficacy was not a predictor of intrinsic motivation and extrinsic motivation, it correlated significantly with extrinsic motivation.     

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

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.     

Unemployed individuals: motives, job-search competencies, and job-search constraints as predictors of job seeking and reemployment

This study investigated 3 broad classes of individual-differences variables (job-search motives, competencies, and constraints) as predictors of job-search intensity among unemployed job seekers. Also assessed was the relationship between job-search intensity and reemployment success in a longitudinal context. Results show significant relationships between the predictors employment commitment, financial hardship, job-search self-efficacy, and motivation control and the outcome job-search intensity. Support was not found for a relationship between perceived job-search constraints and job-search intensity. Motivation control was highlighted as the only lagged predictor of job-search intensity over time for those who were continuously unemployed. Job-search intensity predicted Time 2 reemployment status for the sample as a whole, but not reemployment quality for those who found jobs over the study's duration.     

School-to-work transition: Mentor career support and student career planning,job search intentions,and self-defeating job search behavior

We hypothesized and tested a model where mentor career support predicts college student career planning, job search intentions, and self-defeating job search behavior via student career self-efficacy. Using survey responses collected at two points in time from college students near graduation who were mentored by working business professionals for 8 months in a formal hybrid university-sponsored mentoring program, results showed that mentor career support was positively related to student career planning and job search intentions and negatively related to student self-defeating job search behavior. In addition, results indicated that student career self-efficacy fully mediated the relations between mentor career support and the outcomes. The findings have important implications for future mentoring and job search research. They also provide practical guidance for improving college students' career planning and job searches.     

The importance of job autonomy, cognitive ability, and job-related skill for predicting role breadth and job performance

Role theory suggests and empirical research has found that there is considerable variation in how broadly individuals define their jobs. We investigated the theoretically meaningful yet infrequently studied relationships between incumbent job autonomy, cognitive ability, job-related skill, role breadth, and job performance. Using multiple data sources and multiple measurement occasions in a field setting, we found that job autonomy, cognitive ability, and job-related skill were positively related to role breadth, accounting for 23% of the variance in role breadth. In addition, role breadth was positively related to job performance and was found to mediate the relationship between job autonomy, cognitive ability, job-related skill, and job performance. These results add to our understanding of the factors that predict role breadth, as well as having implications for how job aspects and individual characteristics are translated into performance outcomes and the treatment of variability in incumbent reports of job tasks.     

Personality and leader effectiveness: a moderated mediation model of leadership self-efficacy, job demands, and job autonomy

The trait theory of leadership is advanced by a joint investigation of the mediating role of (a) leadership self-efficacy (LSE = leader's perceived capabilities to perform leader roles) in linking neuroticism, extraversion, and conscientiousness with leader effectiveness and (b) the moderating role of job demands and job autonomy in influencing the mediation. Using K. J. Preacher, D. D. Rucker, and A. F. Hayes' (2007) moderated mediation framework, the authors tested the model (over a 2-year period) with matched data from 394 military leaders and their supervisors. Results showed that LSE mediated the relationships for neuroticism, extraversion, and conscientiousness with leader effectiveness. Moderated mediation analyses further revealed that LSE mediated the relationships for (a) all 3 personality variables for only those leaders with low job demands; (b) neuroticism and conscientiousness for only those leaders with high job autonomy; and (c) extraversion, regardless of a leader's level of job autonomy. Results underscore the importance of accounting for leaders' situational contexts when examining the relationships between personality, LSE, and effectiveness.     

Determinants of coach motivation and autonomy supportive coaching behaviours

ObjectiveThe objective of the present study is to build upon the existing literature examining the coaching context and how it relates to coaches' use of autonomy-supportive interpersonal behaviours (i.e. Stebbings, Taylor, Spray, & Ntoumanis, 2012) by identifying additional environmental factors and exploring the role of coach motivation.DesignAn academic model designed by Pelletier, Seguin-Levesque, and Legault (2002) to predict teacher motivation and autonomy-supportive styles in academic settings, was adapted to the coaching context.MethodsThe influence of pressure from above (sport administrations) and pressure from below (athlete motivation) on coach motivation and autonomy-supportive coaching behaviours was tested using structural equation modeling.ResultsResults support the fit of the model in a sport context.ConclusionsPressure from above, pressure from below, and coach motivation predict coaches’ reported use of autonomy-supportive behaviours.     

Managing job seekers' organizational image beliefs: the role of media richness and media credibility

In this article, the authors assessed job seekers' organizational image beliefs before and after they experienced 3 recruitment media. The authors examined whether perceptions of media richness and credibility were related to improvements in the correspondence between job seekers' image beliefs and firms' projected images. Both media richness and credibility perceptions were associated with correspondence between job seekers' image beliefs and firms' projected images. However, results revealed that richness and credibility perceptions were likely to enhance job seekers' initial beliefs about firms' images when their beliefs were positive but did not diminish job seekers' beliefs about firms' images when their initial impressions were too positive.     

How job characteristics relate to need satisfaction and autonomous motivation: implications for work effort

To explore the motivational potential of job design, we linked job demands and job resources, as defined in the job demands–resources model, to the motivational process defined in self‐determination theory. Specifically, we introduced basic need satisfaction and autonomous motivation as consecutive process variables mediating the relationship between job design and work effort. We tested this model by means of structural equation modeling in a sample of 689 employees. The comparison of several competing models provided support for the hypothesized model. We conclude that job demands thwart and job resources promote the fulfillment of 3 psychological needs. High levels of need satisfaction, in turn, are associated with autonomous motivation and, therefore, with high levels of effort.     

Job seeking, reemployment, and mental health: a randomized field experiment in coping with job loss

Cognitive theories of adherence to difficult courses of action and findings from previous survey research on coping with a major life event--job loss--were used to generate a preventive intervention, tested by a randomized field experiment. The aim was to prevent poor mental health and loss of motivation to seek reemployment among those who continued to be unemployed and to promote high-quality reemployment. Ss were 928 recently unemployed adults from southeastern Michigan, representing a broad range of demographic characteristics; they were randomly assigned to either the experimental or control condition. The experimental intervention included training in job seeking with a problem-solving process emphasizing inoculation against setbacks and positive social reinforcement. A pretest was administered, followed by posttests 1 and 4 months after the experiment. The experimental condition yielded higher quality reemployment in terms of earnings and job satisfaction, and higher motivation among those who continued to be unemployed.     

Self-efficacy for instructional leadership: relations with perceived job demands and job resources,emotional exhaustion,job satisfaction,and motivation to quit

Social Psychology of Education - The purpose of this study was to explore associations between school principals’ self-efficacy for instructional leadership, their perceptions of work-related...     

Achievement motivation among urban adolescents: Work hope, autonomy support, and achievement-related beliefs

Drawing upon expectancy value, hope, and self-determination theories, this study explores the contributions of work-based beliefs and autonomy support as predictors of adaptive achievement-related beliefs. Two hundred and one urban high school students who were enrolled in a work-based learning program completed measures of work hope, autonomy support, and achievement beliefs. Results from the full canonical correlation model revealed that work hope, career planning, and autonomy support shared 37.5% of the variance with achievement-related beliefs. Moreover, work hope and teacher autonomy support further contributed unique variance in explaining these beliefs. The findings contribute to the theoretical knowledge base concerning the value of work-based learning in fostering academic motivation among adolescents.     

The interactive effects of recruitment practices and product awareness on job seekers' employer knowledge and application behaviors

In this article, the author draws on research from the literature on marketing and recruitment to identify how recruitment practices and company product awareness are related to job seekers' application behaviors through 3 aspects of job seekers' employer knowledge. Based on results from a within-subject design with data from 123 recruiting companies and 456 student job seekers, the author's findings suggest that the relationships between recruitment strategies and application intentions and decisions are moderated by product awareness. Specifically, low-information recruitment practices are significantly and positively related to application behaviors through employer familiarity and employer reputation when product awareness is low. In contrast, high-information recruitment practices are related to job seekers' application behaviors through employer reputation and job information when product awareness is high.     

unemployment,social support,individual resources,and job search behavior

The authors investigated the relation between the social support received by unemployed individuals (N = 104) and their job search behavior. A moderated mediation model demonstrated that the effect of social support on job search behaviors was mediated by self‐esteem but only if adequacy of social support was perceived as low. In addition, the effect of social support on job search behavior was partially mediated by optimistic expectations and resilience. In sum, social support seems to be a resource with complex and partially surprising effects on job search behavior.     

current and future value of human capital: predictors of reemployment compensation following a job loss

The authors examined the relationship between an individual's human capital profile—knowledge, skills, abilities, and other characteristics—and compensation before and after a job loss. The results of this study show that the types of human capital that predicted pre‐job‐loss salary differ from the types that predict reemployment salary. The findings provide guidance for developing human capital profiles that include general as well as specific types of training to enhance marketability following a job loss.     

Visual search strategies of experienced and nonexperienced swimming coaches

The aim of this study consists of the application of an experimental protocol that allows information to be obtained about the visual search strategies elaborated by swimming coaches. 16 swimming coaches participated. The Experienced group (n=8) had 16.1 yr. (SD=8.2) of coaching experience and at least five years of experience in underwater vision. The Nonexperienced group in underwater vision (n= 8) had 4.2 yr. (SD= 4.0) of coaching experience. Participants were tested in a laboratory environment using a video-projected sample of the crawl stroke of an elite swimmer. This work discusses the main areas of the swimmer's body used by coaches to identify and analyse errors in technique from overhead and underwater perspectives. In front-underwater videos, body roll and mid-water were the locations of the display with higher percentages of fixation time. In the side-underwater slow videos, the upper body was the location with higher percentages of visual fixation time and was used to detect the low elbow fault. Side-overhead takes were not the best perspectives to pick up information directly about performance of the arms; coaches attended to the head as a reference for their visual search. The observation and technical analysis of the hands and arms were facilitated by an underwater perspective. Visual fixation on the elbow served as a reference to identify errors in the upper body. The side-underwater perspective may be an adequate way to identify correct knee angles in leg kicking and the alignment of a swimmer's body and leg actions.     

Regulatory job stressors and their within-person relationships with ego depletion: The roles of state anxiety,self-control effort,and job autonomy

Our research aimed at disentangling the underlying processes of the adverse relationship between regulatory job stressors and ego depletion. Specifically, we analyzed whether state anxiety and self-control effort would mediate the within-person relationships of time pressure, planning and decision-making, and emotional dissonance with ego depletion. In addition, we also tested potential attenuating effects of situational job autonomy on the adverse effects of regulatory job stressors on state anxiety, self-control effort, and ego depletion. Based on an experience sampling design, we gathered a sample of 97 eldercare workers who provided data on 721 experience-sampling occasions. Multilevel moderated serial mediation analyses revealed that time pressure and emotional dissonance, but not planning and decision-making, exerted significant serial indirect effects on ego depletion via state anxiety and self-control effort. Finally, we found conditional serial indirect effects of all three regulatory job stressors on ego depletion as a function of job autonomy. Theoretical implications for scholarly understanding of coping with regulatory job stressors are discussed.     

Principal self-efficacy: relations with burnout, job satisfaction and motivation to quit

The purpose of this study was to explore relations between principals?? self-efficacy, burnout, job satisfaction and principals?? motivation to quit. Principal self-efficacy was measured by a recently developed multidimensional scale called the Norwegian Principal Self-Efficacy Scale. Burnout was measured by a modified version of the Maslach Burnout Inventory. Job satisfaction and motivation to quit were measured by two scales developed for the purpose of this study, respectively. Participant in the study were 1,818 principals from the population of Norwegian principals. Data was collected by means of an electronic questionnaire. Two structural equation models were tested which specified principal self-efficacy as an exogenous variable and burnout, job satisfaction and motivation to quit as endogenous variables. The data was analyzed by means of SEM analysis for latent variables using the AMOS 18 program. Both models had acceptable fit to data. The results revealed that principal self-efficacy was positively related to job satisfaction and motivation to quit and negatively related to burnout. Burnout and job satisfaction were negatively related. Burnout was positively related to motivation to quit whereas job satisfaction was negatively related. The study highlights important relations between self-efficacy, burnout, job satisfaction and motivation to quit and extends the literature on principal self-efficacy and its relation to other concepts. The results of the study are discussed together with limitations and suggestions for further research.