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- 01GK6NZWKRW7F4HXW02572DPM6 classification D1.
- 01GK6NZWKRW7F4HXW02572DPM6 promoter F603379E-F0ED-11E1-A9DE-61C894A0A6B4.
- 01GK6NZWKRW7F4HXW02572DPM6 date "2022".
- 01GK6NZWKRW7F4HXW02572DPM6 language "eng".
- 01GK6NZWKRW7F4HXW02572DPM6 type dissertation.
- 01GK6NZWKRW7F4HXW02572DPM6 hasPart 01GK6P4HVR2QDE6RNA8T46G19E.pdf.
- 01GK6NZWKRW7F4HXW02572DPM6 subject "Social Sciences".
- 01GK6NZWKRW7F4HXW02572DPM6 abstract "Due to the current tightness in several labor markets around the globe there are more jobs available than ever before. This brings about countless employment opportunities, but also uncertainty and higher risks. Limited knowledge about the available job opportunities often results in considerable uncertainty for job seekers, especially for recent graduates. Since the risks of landing a low-quality job are similar to being unemployed and can hinder future career success, it is of utmost importance that job seekers find a fitting job. Although the ability to find a fitting job depends on a variety of factors, a key determinant that is controllable by individuals is job search behavior. Research has generally focused on the quantitative aspects of job search behaviors, operationalized as the time and effort that people spend on a number of job search activities. Research shows that job seekers who spend more time looking for a job receive more job offers, are more likely to find a job, and find a job faster. However, the effects are rather small, and job search quantity seems to be unrelated to employment quality. Thus, spending a lot of time on job search activities does not necessarily mean that the search is done effectively. Along these lines, several leading scholars have called for more research looking at job search quality. Many of these studies start from the idea that job seekers should search smarter, not harder. Although this seems obvious, empirical research is still scarce and fragmented. In this dissertation, we conceptualize job search quality as a multidimensional model consisting of four dimensions: goal establishment, planning, goal striving, and reflection. We set out to investigate the added value of job search quality, the outcomes of job search quality, the antecedents of job search quality, and how job search quality can be facilitated. To address these objectives, four empirical studies were conducted. Our studies show that (a) the four dimensions of job search quality show added value beyond job search intensity and metacognitive activities, (b) job search quality is positively related to several job search outcomes, including employment quality, (c) personality, attitudinal factors, and contextual factors were identified as antecedents for job search quality, and (d) job search quality can be facilitated by conducting a positive psychology intervention.".
- 01GK6NZWKRW7F4HXW02572DPM6 author 243F0390-F0EE-11E1-A9DE-61C894A0A6B4.
- 01GK6NZWKRW7F4HXW02572DPM6 dateCreated "2022-12-01T11:08:48Z".
- 01GK6NZWKRW7F4HXW02572DPM6 dateModified "2024-10-29T09:17:40Z".
- 01GK6NZWKRW7F4HXW02572DPM6 name "How to hit a home run on your next job search : covering the four bases of job search quality".
- 01GK6NZWKRW7F4HXW02572DPM6 pagination urn:uuid:fa174f41-4cc5-4331-af6e-3e2617bfa8ce.
- 01GK6NZWKRW7F4HXW02572DPM6 publisher urn:uuid:845d0c1a-dea9-4c07-9ad0-0570c34dec5c.
- 01GK6NZWKRW7F4HXW02572DPM6 sameAs LU-01GK6NZWKRW7F4HXW02572DPM6.
- 01GK6NZWKRW7F4HXW02572DPM6 sourceOrganization urn:uuid:d0e6c151-2fa5-46d7-a97c-f5b06e8a3372.
- 01GK6NZWKRW7F4HXW02572DPM6 type D1.