Resiliency,Self-Regulation,and Reemployment After Job Loss

This study investigated self-regulation and resiliency in one's search for reemployment. Although trait-based approaches are central to many resiliency conceptualizations, recent research has found that self-regulation (affective, behavioral, and cognitive) contributes to predicting resiliency-related outcomes. We hypothesized that self-regulation would incrementally predict reemployment process outcomes, specifically the job search outcomes of psychological well-being, job search self-efficacy, and job search clarity. Results indicated that, over and above resiliency traits, behavioral and cognitive self-regulation incrementally predicted well-being and job search clarity, and cognitive self-regulation incrementally predicted job search self-efficacy. Implications for theory and continued research on resiliency in reemployment are discussed.     

Can job seekers achieve more through networking? The role of networking intensity,self-efficacy,and proximal benefits

The authors develop and evaluate an online networking intervention, Building Relationships and Improving Opportunities (BRIO), built in conjunction with the networking literature and social cognitive theory (Bandura, 1986, 1999). A field experiment using 491 unemployed job seekers shows that the intervention increases networking intensity, networking self-efficacy, and proximal networking benefits. Further, the intervention generates higher quality reemployment through its positive effects on networking self-efficacy. Individuals who completed the intervention and were also lower in extraversion showed the most positive improvements in networking self-efficacy and reemployment quality. The study advances the literature by uncovering the mechanisms through which a networking intervention may result in improved reemployment success, and demonstrating the moderating role of individual differences in affecting intervention outcomes. The study helps practice by providing a publicly available, research-based training to improve job search networking.     

Impact of the JOBS intervention on unemployed workers varying in risk for depression

Reports the results of the JOBS II randomized field experiment that included a sample of 1,801 recent job losers, 671 of which participated in a modified version of the JOBS I intervention for unemployed workers (Caplan, Vinokur, Price, & van Ryn, 1989). The intervention focused on enhancing the sense of mastery through the acquisition of job-search and problem-solving skills, and on inoculation against setbacks. JOBS II was intended to prevent poor mental health and to promote high quality reemployment. The study tested whether the efficacy of the intervention could be increased by screening and oversampling respondents who were at higher risk for a significant increase in depressive symptoms. Results demonstrated that the intervention primarily benefited the reemployment and mental health outcomes of the high-risk respondents. This suggests the feasibility of enhancing the efficacy of this preventive intervention by targeting, it for high-risk unemployed workers who could be identified prospectively. This research was supported by National Institute of Mental Health Grant No. P50MH38330 to the Michigan Prevention Research Center (Richard H. Price, Principal Investigator).     

L’accompagnement à la recherche d’un emploi : enjeux,modèles,et perspectives de recherche

What is at stake in the process of elaborating support to provide job seekers with personal advice, both theoretically and practically speaking? All through a review of papers, this article focuses on different theoretical schemes in the process of helping jobseekers to get back to work, but it also details the currently existing support devices and analyses their effects. Eventually it concentrates on the main psychological features taken into account in the process of counseling. As a conclusion, this article examines the perspectives and the consequences of molding and shaping personal counseling for jobseekers from a research angle.     

Unemployment and mental health in a favorable labor market

Labour market variables may moderate the link between unemployment and mental health, as has been found in numerous research papers. The aim of this study was to test, in the context of a very favorable labor market, (1) the detrimental effect of unemployment on mental health and (2) the predictive validity of mental health on further employment status. The population of the study comprised 384 newly registered unemployed persons. Mental health was assessed through four variables: self-esteem, psychological distress, perceived stress, and depressive symptoms. The results did not confirm previous studies. Using analyses of variance for repeated measures and linear regression, a negative change of mental health was not found after 6 and 12 months' unemployment, and the four measurements of mental health at registration did not predict employment status 6 and 12 months later. Results are discussed in terms of moderating variables that capture Luxembourg labor market specificities. This research was supported by the Luxembourg National Research Fund in the framework of the VIVRE Program; grant no. FNR/02/05/07. We would like to thank Mary Devine for the linguistic revision of the text.     

失业人员求职行为的影响因素及作用机制 ——基于沈阳市的一项研究

对失业人员求职行为影响因素的研究是开展失业人员求职培训的重要依据。本研究对272名失业人员的求职行为的影响因素及作用机制进行了研究。多元回归分析的结果表明,（1）环境变量对求职行为没有显著的预测作用,而经济压力和知觉到的就业机会对求职意向有显著的预测作用。（2）求职自我效能感和就业承诺对求职行为起到了显著的预测作用。求职自我效能感和就业承诺越高,求职行为的频率越高。（3）求职意向对求职行为有显著的正向预测作用。（4）求职意向在求职自我效能感、就业承诺对求职行为的作用过程中中介作用显著;在知觉到的就业机会、经济压力和社会支持对求职行为的作用过程中中介作用不显著     

下岗职工再就业应对、效能及动机的调查研究

本文采用信、效度较高的自编问卷对近千名下岗职工再就业的应对、效能和动机进行调查 ,发现下岗职工再就业应对以积极的问题解决和求助为主 ,一般效能感强于再就业效能感 ,就业动机主要来源于家庭和个人发展的需要。此外 ,不同性别、年龄、文化程度和经济收入的个体也表现出不容忽视的差异性和层次性特点。     

影响城市退休人员再就业意向的相关因素研究*

为了更好地促进退休人员人力资源的开发和提高退休人员的生活质量,本研究采用城市退休人员再就业自我效能量表等工具对城市退休人员的再就业意向进行调查。探索了影响退休人员再就业意向的相关因素以及它们之间相互的关系。结果发现:男性退休人员比女性退休人员再就业意向更强;年龄越低再就业意向越强;专业技术比受教育程度对退休人员的再就业意向有更大影响;就业机会、再就业态度、再就业自我效能和他人支持都能显著地预测再就业意向。研究表明,再就业自我效能通过再就业态度影响再就业意向,工具性态度通过情感性态度影响再就业意向,外部因素(就业机会、他人支持)能通过内部因素(求职自我效能)对再就业意向产生影响。