Exploring the Emotional Side of Job Search Behavior for Younger Workforce Entrants

Using a sample of 332 younger (ages 18–23) workforce entrants broken into subsamples, Study 1 found empirical support for 2 distinct types of job search behavior, detached and interactive. These 2 dimensions seemed to represent different levels of emotional involvement in the job search process. Significant correlates for each dimension of job search behavior were found. Using a separate sample of 117 working college students, Study 2 found that extroverted individuals favored interactive job search behaviors, whereas introverted individuals favored detached job search behaviors. The implications of these results are discussed and future areas of research are identified.     

Depth of Self-Disclosure as a Function of Assured Confidentiality and Videotape Recording

Depth of self-disclosure in a dyadic interview situation was assessed as a function of assurance versus nonassurance of confidentiality and as a function of a videotape versus nonvideotape condition.     

SOURCE-RELATED DETERMINANTS OF PERCEIVED JOB SCOPE

The effect of manipulating source competence, locus of control, and social cues on perceived job scope was examined in an experimental study. A total of 185 business students participated in a 2×2×2×2 factorial research design. The design partitions were: task level (enriched versus unenriched), social cues (positive versus neutral), source competence (high versus low), and locus of control (high versus low). Subjects were screened on a locus of control measure such that those either in the upper or lower third score range were eligible to participate. A three-way interaction was found, involving source competence × social cues × locus of control on perceived job scope. The results of this study are discussed in terms of the Social Information Processing Approach (SIPA) to task design.     

FURTHER EXPLORING THE RELATIONSHIP BETWEEN JOB SEARCH AND VOLUNTARY INDIVIDUAL TURNOVER

This study tested the usefulness of a new job search behavior measure to account for voluntary turnover beyond more frequently tested work attitude and withdrawal cognition variables. Using two samples, 339 registered nurses and 234 insurance company employees, three measures of job search were distinguished: preparatory job search behavior, active job search behavior, and general effort job search. Active job search behavior had a stronger relationship to voluntary turnover than preparatory job search behavior or general effort job search, and it accounted for significant additional turnover variance beyond work attitude and withdrawal cognition variables. Stronger results were found when unavoidable leavers were deleted from the turnover subsample.     

The Effects of Enhanced Informed Consent in a Pro-Life Pregnancy Counseling Center

The current study investigated the effects of an enhanced informed consent condition on attitudes toward a counselor, counseling situation, and decision making in a pro-life pregnancy center. The following questions were specifically addressed: (1) Would enhanced informed consent be related to increased pro-abort decisions? and (2) Would enhanced informed consent be related to more positive attitudes toward the counselor and center? Results suggested that enhanced consent did not lead to increased or decreased decisions to abort nor to differential attitudes toward the counselor or counseling setting. Results are discussed in terms of their support for the provision of full informed consent as consistent with both prevailing ethical and legal guidelines.