Flexible job search behaviour among unemployed jobseekers: antecedents and outcomes

The interest in flexible job search behaviour (FJSB) among unemployed jobseekers, i.e., the extent to which jobseekers also look for jobs that deviate from their studies and earlier work experience, has grown considerably in recent years. Yet, there is large disagreement on both its consequences and drivers. Career scholars as well as policymakers believe that FJSB is important for unemployed and can improve their employment prospects. However, evidence from human resource (HR) literature raises doubts whether FJSB can enhance re-employment success. Similarly, whereas the career literature links FJSB to positive attitudes, such as career adaptability, the HR literature suggests that people searching flexibly may feel pushed into this behaviour due to more negative reasons, like few labour market perspectives. The aim of this study is examining these opposing expectations. We focus on three FJSB types: flexibility with respect to pay/hierarchical level, skill use and commuting time. Hypotheses are tested using two-wave data with 672 unemployed. Results indicate, among others, that career-adaptable people are not inclined to search more flexibly. In addition, FJSB may in certain cases hamper people’s re-employment likelihood. People searching more flexibly also more often became underemployed and as such experienced a more negative job quality.     

The consequences of mimicry for prosocials and proselfs: Effects of social value orientation on the mimicry–liking link

People often mimic each other's behaviors. As a consequence, they share each other's emotional and cognitive states, which facilitates liking. Mimicry, however, does not always affect liking. In two studies, we investigate whether the mimicry–liking link is influenced by people's social value orientations. More specifically, we examine whether prosocials and proselfs are differently affected when being mimicked or not. Prosocials and proselfs indicated their liking for the interaction partner after being or not being mimicked in a face‐to‐face interaction. The results of two studies showed that prosocials rated the interaction partner as less likeable when they were not mimicked than when they were mimicked. Proselfs, however, were not affected by mimicry. These results show that people's social motives play a role in whether or not the effects of mimicry on liking occur: Proselfs are less sensitive to the mimicry acts of others. Copyright © 2011 John Wiley & Sons, Ltd.     

Disruption of writing by background speech: Does sound source location and number of voices matter?

It is not unusual that people have to write in an environment where background speech is present. Background speech can vary in both speech intelligibility and location of the sound source. Earlier research has shown disruptive effects of background speech on writing performance. To expand and reinforce this knowledge, the present study investigated the role of number of voices and sound source location in the relation between background speech and writing performance. Participants wrote texts in quiet or in background speech consisting of one or seven voices talking simultaneously located in front of or behind them. Overall, one voice was more disruptive than seven voices talking simultaneously. Self‐reports showed that sound from the front was more disruptive compared with sound from behind. Results are in line with theory of interference‐by‐process, attentional capture, and the cross‐modal theory of attention. The relevance of the results for open‐office environments is discussed.     

Multiple options in the past and the present: The impact on inaction inertia

Inaction inertia is the effect that people do not act on an attractive opportunity only because they previously missed a more attractive opportunity. We investigated the effect of the presence of alternative options on the occurrence of this effect. We hypothesized and found that the likelihood to act on a current opportunity increases when evaluated in the context of another current option compared to when it is presented separately (Experiments 1 and 2). Likelihood of action decreases when the missed opportunity is presented next to another missed opportunity (Experiment 3). We conclude that when multiple options are currently present, the impact of the missed opportunity as a point of reference decreases, and that when multiple options are missed, the impact of these missed opportunities as a point of reference increases. These results are discussed in light of the literatures about inaction inertia and multiple options. Copyright © 2008 John Wiley & Sons, Ltd.     

Diversity of word usage as a stress indicator in an interview situation

Two experiments testing stress in interview situations were carried out. In the first, 40 college student subjects were asked to tell two different tales, 16 of them were frustrated by the experimentor in between the two tales; 24 told them without interruption. The type-token-ratio (T.T.R.) of the first group was significantly higher before than after treatment, while the second group showed a tendency toward the reverse. In the second experiment, 38 subjects were asked about their motives for choosing psychology as a major; 19 were treated normally; 19 in an unfriendly manner. The T.T.R. of the second group was significantly lower than that of the first group. Both experiments confirmed the following hypothesis: in an interview situation, a positive relationship evokes more differentiated word (nouns) usage than does a negative one.     

Effects of individualized incentives on norm-referenced IQ test performance of high school students in special education classes

The effects of student-specific material incentives on the norm-referenced IQ test performance of 485 high school students from 19 special education classes were examined. Students from a given special education class were randomly assigned to a control group (CG) or an incentive group (IG). Students in the CGs and IGs were retested using the same test, test level, and test form used to obtain their initial diagnostic IQ scores. The number of students in the CGs and IGs was 64 and 65 for the Otis-Lennon Mental Ability Test, 74 and 73 for the Lorge-Thorndike Intelligence Test, and 105 and 104 for the Wechsler Intelligence Scale for Children-Revised. The results show that the IG students, as compared with the CG students, obtained significantly higher verbal, performance, and full IQ scores and suggest that norm-referenced tests as diagnostic placement aides must be used with caution.     

How ‘boundaryless’ are the careers of high potentials,key experts and average performers?

The talent management literature declares talent management a prime concern for HRM professionals while the careers literature calls talent management archaic. Three sets of assumptions identified through comparative review of both streams of the literature were tested in a large-scale survey (n = 941). We found more support for the assumptions advocated in the talent management literature. Those who organizations consider their ‘best’ people are more often found in traditional-organizational careers – both in terms of employer inducements and employee attitudes. Traditional–organizational careers yield more career satisfaction than careers displaying more boundaryless features. Individuals' career types are mostly determined by supervisor-rated performance, much more so than by personal career orientation.     

Working with suicidal clients: The person‐centred counsellor's experience and understanding of risk assessment

Background: Client risk assessment within the person‐centred paradigm is traditionally seen as squarely opposed to its ethos. Aim: To determine how the person‐centred counsellor experiences and understands the issue of risk assessment within the confines of their work ethos. Method: Semi‐structured interviews with seven person‐centred counsellors using thematic analysis were conducted. Findings: Three main themes emerged following thematic analysis: The impact of the risk assessment process on self; The counsellor's experience of self, and The therapeutic process in relation to risk assessment. Discussion: The findings suggest that person‐centred counsellors conduct risk assessments taking a holistic approach involving not only individual risk predictors and characteristics of the client but also individual factors related to self.     

AIDS as Threat,AIDS as Stigma correlates of AIDS beliefs among the Dutch general public

Abstract

The central question of this article is whether findings about social and cultural correlates of preventive and public attitudes towards AIDS that were found in other western countries are also valid for the Netherlands. Answering this question contributes to the international accumulation of empirical knowledge about attitudes of the general public and might as well be relevant for the international transfer of knowledge about the public into assumptions of information campaigns. Eight hypotheses derived from international literature were tested on data of the 1987 module of “Cultural changes in the Netherlands,” a general opinion survey of the Dutch population (16-80 years old). In line with international research, younger age and more education are correlated with preventive knowledge and social acceptance; however sex and urbanization do not make a difference in the Netherlands As expected, a negative attitude towards homosexuals is related to a lack of acceptance of people suffering from AIDS, support for mandatory screening for HIV, as well as a lack of preventive knowledge. Also in accordance with earlier research, “authoritarian attitudes” are far more important in explaining the public attitudes than beliefs about AIDS as an individual threat.