The Relationship Between Job Search Objectives and Job Search Behavior

This research expands the notion of “job search” beyond traditional models of searching for an alternative yet similar job, arguing that motivations for search are varied. Specifically, we investigate whether search objectives associate with use of different search processes. A study of high-level managers found mixed support for the hypotheses

Job Search Behavior of Employed Managers

Job search typically has been thought of as an antecedent to voluntary turnover or job choice behavior. This study extends the existing literature by proposing a model of the job search process and examining the job search behavior of employed managers. Managers were initially surveyed about their job search activity over the past year. Approximately one year later, the same managers were surveyed to assess whether they had changed jobs since the initial survey, and the circumstances surrounding the job change. This survey data was matched with job, organizational, and personal information contained in the data base of a large executive search firm. Results suggest that dissatisfaction with different aspects of the organization and job were more strongly related to job search than were perceptions of greener pastures. Moreover, although some job search activity does facilitate turnover, a considerable amount of search does not lead to turnover. Thus, it appears that search serves many purposes. Implications of managerial job search on organizations are discussed

“You’re Nobody ‘til Somebody Loves You”: The Use of Job Search for Bargaining Leverage

The purpose of this research is to investigate a previously overlooked yet important objective for an employee engaging in job search – seeking alternative employment to obtain leverage against the current employer. We focus specifically on how employees conduct job search to obtain leverage, and then turn to the question of what motivates employees to adopt this objective. Using a sample of high-level managers, our results indicate the leverage-seeking job search predicts both preparatory and active search beyond the more traditional reason for engaging in job search (i.e., to change jobs). However, as expected, leverage-seeking search was a weaker predictor of the job search processes compared to searching to leave and was not significantly related to job satisfaction. Hierarchical level, perceived alternatives, financial independence, and the meaning attached to money significantly predicted leverage-seeking search, while compensation level, equity, and career plateau showed little effect. Implications for practice and future research on job search and employee retention more generally are discussed

Job Search and Unemployment Insurance: New Evidence from Time Use Data

This paper provides new evidence on job search intensity of the unemployed in the U.S., modeling job search intensity as time allocated to job search activities. The main findings are: 1) the average unemployed worker in the U.S. devotes about 41 minutes to job search on weekdays, which is substantially more than his or her European counterpart; 2) workers who expect to be recalled by their previous employer search substantially less than the average unemployed worker; 3) across the 50 states and D.C., job search is inversely related to the generosity of unemployment benefits, with an elasticity between -1.6 and -2.2; 4) the predicted wage is a strong predictor of time devoted to job search, with an elasticity in excess of 2.5; 5) job search intensity for those eligible for Unemployment Insurance (UI) increases prior to benefit exhaustion; 6) time devoted to job search is fairly constant regardless of unemployment duration for those who are ineligible for UI. A nonparametric Monte Carlo technique suggests that the relationship between job search effort and the duration of unemployment for a cross-section of job seekers is only slightly biased by length-based sampling.unemployment, unemployment insurance, job search, time use, unemployment benefits, inequality

Job Search and Unemployment Insurance: New Evidence from Time Use Data

This paper provides new evidence on job search intensity of the unemployed in the U.S., modeling job search intensity as time allocated to job search activities. The main findings are: 1) the average unemployed worker in the U.S. devotes about 41 minutes to job search on weekdays, which is substantially more than his or her European counterpart; 2) workers who expect to be recalled by their previous employer search substantially less than the average unemployed worker; 3) across the 50 states and D.C., job search is inversely related to the generosity of unemployment benefits, with an elasticity between -1.6 and -2.2; 4) the predicted wage is a strong predictor of time devoted to job search, with an elasticity in excess of 2.5; 5) job search intensity for those eligible for Unemployment Insurance (UI) increases prior to benefit exhaustion; 6) time devoted to job search is fairly constant regardless of unemployment duration for those who are ineligible for UI. A nonparametric Monte Carlo technique suggests that the relationship between job search effort and the duration of unemployment for a cross-section of job seekers is only slightly biased by length-based sampling.unemployment, unemployment insurance, job search, time use, unemployment benefits, inequality

Job Search and Unemployment Insurance: New Evidence from Time Use Data

This paper provides new evidence on job search intensity of the unemployed in the U.S., modeling job search intensity as time allocated to job search activities. The main findings are: 1) the average unemployed worker in the U.S. devotes about 41 minutes to job search on weekdays, which is substantially more than his or her European counterpart; 2) workers who expect to be recalled by their previous employer search substantially less than the average unemployed worker; 3) across the 50 states and D.C., job search is inversely related to the generosity of unemployment benefits, with an elasticity between -1.6 and -2.2; 4) the predicted wage is a strong predictor of time devoted to job search, with an elasticity in excess of 2.5; 5) job search intensity for those eligible for Unemployment Insurance (UI) increases prior to benefit exhaustion; 6) time devoted to job search is fairly constant regardless of unemployment duration for those who are ineligible for UI. A nonparametric Monte Carlo technique suggests that the relationship between job search effort and the duration of unemployment for a cross-section of job seekers is only slightly biased by length-based sampling.unemployment, unemployment insurance, job search, time use, unemployment benefits, inequality

Emotional Barriers to Job Search Success: Job Search Anxiety during University-to-Work Transitions

No abstract available

Effects of Compensation Systems on Job Search Decisions: An Application of Person-Organization Fit

Past research has demonstrated the importance of pay level in job search and choice processes. Compensation policies other than pay level may have important effects on applicant attraction, yet there has been little research examining this possibility. The role of person-organization fit in job search and job choice decisions has also been supported. Because pay systems define an organization\u27s expectations and culture, they may be an important organizational attribute for individuals to compare with their needs and values; thus the corresponding level of fit between compensation policies and individuals\u27 dispositions may affect subsequent job search and choice decisions. Using several research methods and a sample of individuals currently involved in the interviewing process, this stugy examines both the main and interactive effects of various pay system attributes on job search. Resulting analyses primarily supported the hypotheses, suggesting that many facets of pay systems may have important effects on individuals\u27 job search and choice decisions

Which one to choose? New evidence on the choice and success of job search methods

This paper provides new evidence on the choice and success of six different job search channels comprising the public employment agency, advertisements in newspapers and journals, internet job search, recruitment agencies, direct applications, and the social network. In addition, job search intensity and its effects are regarded. Relying on panel data for Germany, we are able to consider observed and unobserved heterogeneity in the estimation. In line with findings for other countries, the results show that consideration of various channels in individual job search increases the employment chances. With regard to the determinants, the estimates exhibit clear differences between the job search channels and with respect to search intensity. The results for success of the job search channels reveal that the public employment agency is ineffective and even harms the employment chances of the unemployed job seekers. In contrast, direct application for jobs and internet job search provide successful channels and increase the employment chances.job search, unemployment, job placement, Germany, SOEP