Journal articles: 'Job seeking'

1

Adams, Gary, and Barbara Rau. "Job Seeking Among Retirees Seeking Bridge Employment." Personnel Psychology 57, no. 3 (September 2004): 719–44. http://dx.doi.org/10.1111/j.1744-6570.2004.00005.x.

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Park, Jae Chun, and Ju Seob Kim. "The Relationship among Job-seeking Stress, Learned Helplessness, Job-seeking Efficacy, and Job Preparation Behavior." Korean Association For Learner-Centered Curriculum And Instruction 19, no. 14 (July 31, 2019): 457–82. http://dx.doi.org/10.22251/jlcci.2019.19.14.457.

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Zimmerman, Brigitte Aimee. "Patient’s Sister, Seeking Job." JAMA 323, no. 17 (May 5, 2020): 1670. http://dx.doi.org/10.1001/jama.2020.2761.

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Zimmerman, Brigitte Aimee. "Patient’s Sister, Seeking Job." JAMA 309, no. 19 (May 15, 2013): 2003. http://dx.doi.org/10.1001/jama.2013.2864.

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Fang, Fang. "Job Seeking in Social Networking Sites: A Model of Job Seekers’ Intention." Applied Mechanics and Materials 701-702 (December 2014): 1399–410. http://dx.doi.org/10.4028/www.scientific.net/amm.701-702.1399.

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We propose a model for studying job seekers’ behavioural intentions to use job seeking social networking sites (SNSs) for securing jobs. To test our model, an online survey was conducted and 48 valid questionnaires were collected. Some important findings include: perceived usefulness has a positive influence on users’ use of job seeking SNS and social information capital could positively affect users’ perceived usefulness.

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Maric, Zorica. "Predicting job-seeking intensity and job-seeking intention in the sample of unemployed." Psihologija 38, no. 2 (2005): 181–95. http://dx.doi.org/10.2298/psi0502181m.

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In this study Ajzen' theory (1991) of planned behavior was used to predict job - seek intention and behavior among unemployed people (N = 650). In addition to theory of planned behavior variables (job - seek attitude, subjective norm, self - efficacy and controllability of job seek process) we used several other psychological (financial pressure, self - mastery, self - esteem and depression) and demographic (gender, age, education, marriage and lent of unemployment) variables to build a model of predictors for both criterion variables. Financial pressure, intention to seek employment, job seek - self - efficacy, job - seek controllability, marriage and job - seek attitude predicted job - seeking behavior, while attitude toward job - seeking, subjective norm, job - seek self - efficacy and financial pressure predicted job seek - intention. Results are discussed in light of theory of planned behavior, current research of job - seeking behavior and recommendations are made for practice.

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Creed, Peter, Frances O'Callaghan, and Fiona Doherty. "Job Seeking and Job Acquisition in Early Adolescence." Australian Journal of Career Development 13, no. 3 (October 2004): 61–66. http://dx.doi.org/10.1177/103841620401300312.

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Hogan, Lori. "Seeking Opportunities [My First Job]." IEEE Potentials 36, no. 3 (May 2017): 44–46. http://dx.doi.org/10.1109/mpot.2016.2540139.

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Findlen, Paula. "Seeking a Job, Renaissance Style." Leonardo 47, no. 5 (October 2014): 529–31. http://dx.doi.org/10.1162/leon_a_00811.

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Osipow, Samuel H. "Dynamics of Job-Seeking Behavior." Journal of Higher Education 59, no. 5 (September 1988): 606–7. http://dx.doi.org/10.1080/00221546.1988.11780224.

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Osipow, Samuel H., and Nancy Duncan Stevens. "Dynamics of Job-Seeking Behavior." Journal of Higher Education 59, no. 5 (September 1988): 606. http://dx.doi.org/10.2307/1981715.

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Collier, Nancy. "A personal job-seeking odyssey." ACM SIGGRAPH Computer Graphics 31, no. 2 (May 1997): 20. http://dx.doi.org/10.1145/271283.564622.

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Creed, Peter A., Fiona Doherty, and Frances O’Callaghan. "Job-seeking and job-acquisition in high school students." Journal of Vocational Behavior 73, no. 2 (October 2008): 195–202. http://dx.doi.org/10.1016/j.jvb.2008.04.002.

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Buathong, Napakkawat, Nattapong Pattanalertpaiboon, Kanokpit Wattanapaiboon, Jeerapat Piriyakoontorn, Chutikarn Thaweechai, Pratsara Pinkaew, Phurinut Sriket, Warat Setasuban, and Suppanut Komjakraphan. "Job-Seeking Anxiety Resilience and Family Influence on Career Decision-Making among Senior Undergraduate Students in Southern Thailand during the COVID -19 Pandemic." Siriraj Medical Journal 73, no. 6 (May 27, 2021): 363–72. http://dx.doi.org/10.33192/smj.2021.48.

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Objective: A study of job-seeking anxiety, resilience quotient and family influence on career decision-making is apparently lacking; especially in regards to the impact of the financial crisis during the COVID-19 pandemic, and other factors, such as the political climate currently in Thailand. This study aimed to determine job-seeking anxiety, resilience quotient and family influence on career decision-making and related factors among senior, undergraduate university students.Materials and Methods: A cross-sectional descriptive study was conducted in a university in Southern Thailand; from May to October, 2020. Two hundred and seventy-one participants completed questionnaires regarding personal and parental demographic characteristics, resilience, family influence scale, job-seeking self-perception and job-seeking anxiety. Results: The prevalence of job-seeking anxiety among participants was low (40%), moderate (50%) and high (10%). In univariate analysis, factors significantly associated with job-seeking anxiety were: female gender (p=0.03), effects of the COVID-19 pandemic, economics and the current, political situation Thailand (p=0.03), resilience quotient (p<0.001) and job-seeking self-perception (p<0.001). The predictors of job-seeking anxiety, from multivariate analysis, were: resilience quotient (β = -1.169, P<0.001) and job-seeking self-perception (β = 2.232, P<0.001). Conclusion: Our study provided evidences that a significant proportion of senior, undergraduate students had experienced job-seeking anxiety, with the protective factor of job-seeking anxiety being individual resilience quotient. This information could be used as an effective management strategy for providing mental health promotion, and prevention for senior, undergraduate university students.

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Xuesong, Hong. "A College Student's Job-Seeking Experiences." Chinese Education & Society 28, no. 3 (May 1995): 66–68. http://dx.doi.org/10.2753/ced1061-1932280366.

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Nam, Eung Woo, and Youn Hwan Lee. "Job-seeking Support for Military spouses." Journal of Digital Convergence 12, no. 9 (September 28, 2014): 9–20. http://dx.doi.org/10.14400/jdc.2014.12.9.9.

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Purser, Gretchen. "The Dignity of Job-Seeking Men." Journal of Contemporary Ethnography 38, no. 1 (February 2009): 117–39. http://dx.doi.org/10.1177/0891241607311867.

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Udhian, Neeta. "7 tips for job-seeking associates." BDJ In Practice 32, no. 9 (September 2019): 33. http://dx.doi.org/10.1038/s41404-019-0158-5.

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Chiesa, Rita, Beatrice I. J. M. Van der Heijden, Greta Mazzetti, Marco G. Mariani, and Dina Guglielmi. "“It Is All in the Game!”: The Role of Political Skill for Perceived Employability Enhancement." Journal of Career Development 47, no. 4 (February 27, 2019): 394–407. http://dx.doi.org/10.1177/0894845319832666.

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The current study was aimed at assessing the extent that job-seeking networking may explain the positive association between career planning and self-perceived employability. In addition, the moderator role of political skill in strengthening the relationship between career planning and job-seeking behavior was explored. A sample of N = 2,561 students and graduates searching for jobs from one of the largest Italian universities filled out an online questionnaire. The hypotheses were tested using structural equation modeling. Results showed that the positive relationship between career planning and self-perceived employability was mediated by job-seeking networking. Furthermore, the association between career planning and job-seeking networking appeared to be stronger for people who possessed greater political skill. This study may advance the comprehension of the added value of proactive career behaviors within the process that links career planning and self-perceived employability. In addition, primary intervention aimed at maximizing graduates’ possibilities of attaining employment was suggested.

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Montuschi, Paolo, Valentina Gatteschi, Fabrizio Lamberti, Andrea Sanna, and Claudio Demartini. "Job Recruitment and Job Seeking Processes: How Technology Can Help." IT Professional 16, no. 5 (September 2014): 41–49. http://dx.doi.org/10.1109/mitp.2013.62.

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Roczniewska, Marta Anna, and Malwina Puchalska-Kamińska. "Are managers also ‘crafting leaders’? The link between organizational rank, autonomy, and job crafting." Polish Psychological Bulletin 48, no. 2 (June 27, 2017): 198–211. http://dx.doi.org/10.1515/ppb-2017-0023.

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Abstract Although research has examined the role leaders may play in shaping job re-design behaviors among their subordinates, little is known about the way managers craft their jobs as compared to other employees. In two crosssectional studies we tested whether organizational rank affects the frequency of job crafting (H1), and to what extent this relationship is mediated via perceived autonomy (H2). Study 1 (N = 267) demonstrated that managers craft their jobs more frequently than non-managers by increasing structural job resources and seeking challenges at work. We also showed that autonomy explains the relationship between organizational rank and the frequency of increasing structural and social job demands, as well as seeking challenges. However, managers did not craft their jobs by decreasing job demands more often than regular employees. In Study 2 (N = 262) we replicated this pattern of results, subsequently demonstrating that managers with shorter tenure use their autonomy to craft their jobs via decreasing job demands. We discuss the contributions and potential implications of these results.

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Van Den Berg, Peter Th, and Jan A. Feij. "Personality traits and job characteristics as predictors of job experiences." European Journal of Personality 7, no. 5 (December 1993): 337–57. http://dx.doi.org/10.1002/per.2410070505.

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This study investigates the relationships of personality traits and job characteristics (predictors) with job experiences (criteria) in a sample of job incumbents working in a broad variety of occupations. Subjects were 181 job applicants, who participated in a personnel selection procedure carried out by a Dutch staffing organization. As a part of this procedure, subjects completed a number of personality questionnaires. Personality scale scores were factor‐analysed, and four orthogonal trait dimensions were identified: Emotional Stability, Extraversion, Sensation Seeking, and Achievement Motivation. Between l½ and 2 years after the selection, subjects rated their current jobs on four job characteristics dimensions, namely dynamicity, autonomy, external–internal, and structure. At the same time, they completed a questionnaire measuring job experiences, namely job satisfaction, job‐induced tension, propensity to leave the job, and self‐appraised performance. The results indicated that personality traits had several significant and hypothesized longitudinal effects on the job experience criteria. Personality contributed to the prediction of the criteria even when the effects of job characteristics were taken into account. No significant Personality X Job Characteristics interactions were found, although subgroup analysis revealed a number of interesting differences among the various categories of occupations. For example, Sensation Seeking predicted job strain and propensity to leave, especially in highly structured and not very autonomous jobs. It is concluded that work experiences are clearly determined by person and job characteristics, although in an additive rather than in an interactional way.

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Chowdhury, Md Sohel, and Dae-seok Kang. "Modeling Corporate Environmental Responsibility Perceptions and Job-Seeking Intentions: Examining the Underlying Mechanism." Sustainability 13, no. 11 (June 1, 2021): 6270. http://dx.doi.org/10.3390/su13116270.

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This study aims to propose and empirically test a research model to examine the relationship between prospective employees’ corporate environmental responsibility (CER) perceptions and their attraction to an organization based on social theories. This may be the first study to elucidate how CER perceptions can influence prospective employees’ job-seeking intentions by exploring the sequential mediating mechanism of organizational trust and job-seeking attitudes in a prehire context. Collecting data from a sample of 357 young prospective employees, the research hypotheses were tested using path analysis with AMOS (version 24), a structural equation modeling (SEM) program. The study results revealed direct association of CER perceptions and job-seeking attitudes with job-seeking intentions. Observably, the organizational trust could not predict job-seeking intentions. However, organizational trust and job-seeking attitudes together sequentially and partially mediated the direct effects of CER perceptions on job-seeking intentions. In line with the research findings, some notable theoretical contributions and practical implications for HR professionals have been discussed. The paper concludes by presenting some limitations and future research directions.

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Krasman, Joe. "Putting feedback‐seeking into “context”: job characteristics and feedback‐seeking behaviour." Personnel Review 42, no. 1 (December 14, 2012): 50–66. http://dx.doi.org/10.1108/00483481311285228.

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Van Hootegem, Anahí, and Hans De Witte. "Qualitative Job Insecurity and Informal Learning: A Longitudinal Test of Occupational Self-Efficacy and Psychological Contract Breach as Mediators." International Journal of Environmental Research and Public Health 16, no. 10 (May 24, 2019): 1847. http://dx.doi.org/10.3390/ijerph16101847.

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Current work life has become increasingly turbulent, which has sparked employees’ concern about the loss of valued job features, coined as qualitative job insecurity. No prior research has investigated the relationship between this type of job insecurity and informal learning. However, informal learning might be particularly relevant for qualitatively job-insecure employees, as it might aid them to deal with the incessant changes in their work environment. This study examined whether qualitative job insecurity is associated with lower levels of three types of informal learning activities: information-seeking, feedback-seeking, and help-seeking behavior, and whether these relationships are mediated by a decline in occupational self-efficacy and an increase in psychological contract breach. We employed a three-wave panel design to survey 1433 Belgian employees. Results, by means of cross-lagged structural equation modelling, demonstrated that occupational self-efficacy mediates the relationship between qualitative job insecurity and information-seeking, feedback-seeking from colleagues, and feedback-seeking from one’s supervisor, while psychological contract breach only mediated the relationship between qualitative job insecurity and feedback-seeking from one’s supervisor. Both mediators were not significantly related to help-seeking behavior. This study demonstrates that qualitatively job-insecure employees are less likely to engage in informal learning via a decrease in occupational self-efficacy and an increase in psychological contract breach, thereby becoming even more vulnerable in an increasingly volatile work environment.

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Gordon, Heather J., Evangelia Demerouti, Pascale M. Le Blanc, and Tanja Bipp. "Job Crafting and Performance of Dutch and American Health Care Professionals." Journal of Personnel Psychology 14, no. 4 (October 2015): 192–202. http://dx.doi.org/10.1027/1866-5888/a000138.

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Abstract. We explore how job demands and job resources are related to job crafting, and how this, in turn, is related to performance in two samples of American (US; N = 70) and Dutch (NL; N = 144) health care professionals (HCP). A cross-sectional, cross-cultural design revealed that US HCP have higher job demands and reduce them more than NL HCP, who have higher and seek more job resources. Specifically, job demands positively related to seeking resources; job resources positively related to seeking challenges and seeking resources but negatively to reducing demands. While reducing demands negatively related to task and contextual performance, seeking resources positively related to task and creative performance. This study expands scientific and practical knowledge on employee proactive organizational behavior.

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Wanberg, Connie R., Abdifatah A. Ali, and Borbala Csillag. "Job Seeking: The Process and Experience of Looking for a Job." Annual Review of Organizational Psychology and Organizational Behavior 7, no. 1 (January 21, 2020): 315–37. http://dx.doi.org/10.1146/annurev-orgpsych-012119-044939.

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This review distills available empirical research about the process and experience of looking for a job. Job search varies according to several dimensions, including intensity, content, and temporality/persistence. Our review examines how these dimensions relate to job search success, which involves job finding as well as job quality. Because social networking and interviewing behavior have attracted significant research attention, we describe findings with respect to these two job search methods in greater detail. We provide examples of the relevance of context to job search (i.e., the job seeker's geographical region, country, and culture; the economy; the job seeker's current or past employment situation; and employer behaviors and preferences) and review research on bias in the job search. Finally, we survey work on job search interventions and conclude with an overview of pressing job search issues in need of future research.

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Elksnin, Nick, and Linda K. Elksnin. "Improving Job-Seeking Skills of Adolescents with Handicaps through Job Clubs." Career Development for Exceptional Individuals 11, no. 2 (October 1988): 118–25. http://dx.doi.org/10.1177/088572888801100206.

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SCHMIT, MARK J., ELISE L. AMEL, and ANN MARIE RYAN. "SELF-REPORTED ASSERTIVE JOB-SEEKING BEHAVIORS OF MINIMALLY EDUCATED JOB HUNTERS." Personnel Psychology 46, no. 1 (December 7, 2006): 105–24. http://dx.doi.org/10.1111/j.1744-6570.1993.tb00869.x.

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Daniel, Roque Gomes, and Neves José. "Employer Branding Constrains Applicants’ Job Seeking Behaviour?" Revista de Psicología del Trabajo y de las Organizaciones 26, no. 3 (2010): 223–34. http://dx.doi.org/10.5093/tr2010v26n3a6.

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Valtonen, Kathleen. "Job-seeking strategies in Trinidad and Tobago." CEPAL Review 2001, no. 73 (July 8, 2001): 171–83. http://dx.doi.org/10.18356/32ddf8ff-en.

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Katz, Mitchell H. "Employment Advice for Job-Seeking Smokers: Quit." JAMA Internal Medicine 176, no. 5 (May 1, 2016): 670. http://dx.doi.org/10.1001/jamainternmed.2016.0997.

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Lee, Man-Jae, You-Kyung Kim, Hyo-Bok Lee, and Hyun-chan Lim. "The Effects of Perception Types about Employer Brand on Job-seeking Attitude : Focused on University Job-seeking Students." Korean Journal of Advertising, 27, no. 2 (February 28, 2016): 201–32. http://dx.doi.org/10.14377/kja.2016.2.28.201.

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Roddy, Ariel L., and Merry Morash. "The Connections of Parole and Probation Agent Communication Patterns With Female Offenders’ Job-Seeking Self-Efficacy." International Journal of Offender Therapy and Comparative Criminology 64, no. 8 (December 24, 2019): 774–90. http://dx.doi.org/10.1177/0306624x19895963.

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Using subsamples of 130 and 96 women on probation and parole, this research explores the direct effect of the supervising agent’s communication patterns on client job-seeking self-efficacy. It also tests for the mediating effect through client psychological reactance, which is a feeling that one’s freedoms are threatened. Agent and client reports of a conformity pattern of communication were associated with lower levels of job-seeking self-efficacy. Client reactance mediated this relationship. Agent and client reports of a conversational pattern of communication were associated with increased job-seeking self-efficacy. The results suggest that conformity-oriented communication should be avoided because of its potential to increase reactance and to promote low job-seeking self-efficacy. In contrast, conversational communication appears to have more positive effects on job-seeking self-efficacy. Findings highlight communication as a pathway through which agents can improve behavioral outcomes for women offenders searching for work.

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Mor-Barak, Michál E. "The Meaning of Work for Older Adults Seeking Employment: The Generativity Factor." International Journal of Aging and Human Development 41, no. 4 (December 1995): 325–44. http://dx.doi.org/10.2190/vgtg-epk6-q4bh-q67q.

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This study is a theory-based examination of the meaning of work for older adults in a sample of 146 older job-seekers. It proposes four factors to the meaning of work: Financial, Personal, Social, and the Generativity factor. The Generativity factor, unique to older adults, refers to viewing work as a way to teach, train and share skills with younger generations. A factor analysis of a 16-item Meaning of Work Scale (MWS) supports the proposed four factors. The results indicate ethnic and employment differences with respect to the meaning of work, but no gender differences. Significant differences were detected between older adult job-seekers who obtained a job within a year of job search and those who did not, with respect to the personal factor of the MWS and with respect to ethnicity. The findings indicate that jobs providing opportunities for transfer of knowledge and experience to younger generations may be of particular value for older adults.

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Boland, Tom, and Ray Griffin. "The Death of Unemployment and the Birth of Job-Seeking in Welfare Policy: Governing a Liminal Experience." Irish Journal of Sociology 23, no. 2 (November 2015): 29–48. http://dx.doi.org/10.7227/ijs.23.2.3.

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The category of ‘unemployment’ is gradually being replaced with ‘job-seeking’, in contemporary welfare policy – driven by ‘liberal’ or neo-liberal politics. Here we attempt to go beyond the ‘deprivation theory’ of unemployment, emphasising how the experience of ‘unemployment’ or ‘jobseeking’ is shaping the way it is governed – drawing on the Foucault inspired governmentality approach. Firstly, we examine the apparatus of supervision, interventions and sanctions introduced in Ireland under Pathways to Work. Secondly, we analyse a set of interviews with job seekers in 2014, specifically focusing on interactions with the social welfare office, internships, sanctions and job-seeking activities. Building on these empirical investigations we suggest that unemployment/job-seeking can be understood as an artificially produced liminality, characterised by uncertainty, self-questioning, tedious time to be filled and frantic seeking to escape to a job, and, in many cases, repeated failure.

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SRIVASTAVA, ABHISHEK, and EDWIN A. LOCKE. "DISPOSITIONAL CAUSES OF JOB SATISFACTION: SEEKING COMPLEXITY IN JOB AS A MEDIATOR." Academy of Management Proceedings 2006, no. 1 (August 2006): S1—S6. http://dx.doi.org/10.5465/ambpp.2006.27169037.

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Ko, Min-Hwan, and Byeong-Kug Yoon. "The effects of commitment to an airline cabin crew online community on job-seeking efficacy and job-seeking behavior." International Journal of Tourism and Hospitality Research 31, no. 8 (August 31, 2017): 137–51. http://dx.doi.org/10.21298/ijthr.2017.08.31.8.137.

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Roessler, Richard T. "Self-Starting in the Job Market: The Continuing Need for Job Seeking Skills Training in Rehabilitation." Journal of Applied Rehabilitation Counseling 16, no. 2 (June 1, 1985): 22–25. http://dx.doi.org/10.1891/0047-2220.16.2.22.

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Job seeking skills training is a critical rehabilitation service for individuals capable of independently locating work. Unfortunately too few clients receive this training. As a result, many lack the skills needed to reenter the labor market on their own initiative. After discussing essential components of job seeking skills training programs, this article presents two training programs currently being demonstrated in rehabilitation settings.

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Spangler, William D. "Direct versus Indirect Measures of Utilities." Psychological Reports 64, no. 1 (February 1989): 307–18. http://dx.doi.org/10.2466/pr0.1989.64.1.307.

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Utilities may be measured directly by questionnaire or indirectly through the statistical analysis of choices individuals make among profiles of jobs or products. In the present research, 211 undergraduate students directly rated the importance to themselves of 10 factors such as location and starting salary thought to be relevant to students seeking their first full-time jobs. Participants also rated 32 hypothetical job profiles, from which indirect measures of job factor utilities were calculated. Finally, participants rated and ranked four additional job profiles. The present research suggested that both measures of utilities may predict job-choice behavior better than either measure used alone.

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Welton, RH, PG Morton, and A. Amig. "How to succeed in job interviewing." Critical Care Nurse 18, no. 1 (February 1, 1998): 68–73. http://dx.doi.org/10.4037/ccn1998.18.1.68.

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Effective interviewing skills are critical for any nurse seeking a position in today's challenging job market. The successful applicant is more than just poised, appropriately dressed, and courteous. Jobs go to applicants who are well prepared, qualified, confident, and motivated. To win a competitive edge, convince employers of your genuine desire for the position, your ability to do the job, your positive attitude, and the strengths that distinguish you from other applicants.

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Han, Jeong-Gyu, and So-Yeong Park. "The Difference in Job-seeking Stress between Perceived Parents’ Parenting Style and Perfectionism of University Students." International Journal of Theory and Application in Elementary and Secondary School Education 1, no. 1 (April 30, 2019): 42–49. http://dx.doi.org/10.31098/ijtaese.v1i1.23.

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The university students have several developmental tasks such as getting an academic goal, getting a job and preparing independence from their parents. But in Korea, those are not easy for university students. Especially, after the economic crisis in 1998, it became harder to find the right job of young people. To be independent of parents economically and psychologically was not easy . So, the purpose of this study is to investigate how university students feel job seeking stress as effects of perfectionism and perceive parenting style to help them effectively preparing as to be employed. The research questions were set up as follow: First, is there a difference in the university students' job-seeking stress according to perceived parenting style? Second, is there a difference in the university students' job-seeking stress according to perfectionism? To gain answers about these questions, a survey targeting the graduate students in Busan, South Korea was made. Five hundred survey questionnaires were distributed, and 423 responses were collected. The data were analyzed by t-test with SPSS 18. Results of this study were as follow. First, the lower-level care group experienced higher job seeking stress, personality stress, family stress and expectation stress than the other. And, the higher level of overprotection group suffered from higher job seeking stress and all of subtypes stress. Second, the higher level of self-oriented perfectionism students experienced more school stress than the lower one. Other-oriented perfectionism students experienced more job seeking stress, personality stress, and academic stress. And social imposed perfectionism group was suffering from all of subtypes stress. Limitations and suggestions for future study were provided.

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Antonelli, Karla, Anne Steverson, and Jamie O'Mally. "College Graduates with Visual Impairments: A Report on Seeking and Finding Employment." Journal of Visual Impairment & Blindness 112, no. 1 (January 2018): 33–45. http://dx.doi.org/10.1177/0145482x1811200104.

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Introduction Career mentoring can help college graduates with legal blindness to address employment barriers. Data on specific employment outcomes and job search experiences for this population can inform job-seeking strategies for students, mentors, and service providers. Methods A longitudinal study evaluated job-seeking activities and employment outcomes for college students with legal blindness, half of whom were randomly assigned to work with a career mentor who was also legally blind and working in the same field. Students reported job search activities and experiences, and those employed reported job details including position, compensation, and satisfaction. Results Students spent a considerable amount of time job seeking, and reported low interviews-to-applications ratios. Trends indicated that students with mentors spent less time and effort in their job searches. Students identified challenges including job market competition, employer bias, and transportation issues. Students who found employment worked in varied fields, often in professional or skilled positions with competitive salaries. Discussion College students with legal blindness can achieve successful employment in competitive positions, but they may require an effortful job search to address well-known employment barriers for this population. Experienced mentors may provide guidance for a more focused and efficient job search. Implications for practitioners Invested time and effort are aspects of job seeking that students can control. Mentors can assist college students with legal blindness on those aspects, freeing time and resources to deal with systemic challenges such as employer attitudes and competition.

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Choe, Myeong Hui, Joo Hyun Kim, Eun Sook Nam, Yong Mi Lee, Ju Hee Hwang, Mi Kyung Lee, Sung Ja Yoon, and Hyunju Park. "Factors Affecting Job-Seeking Stress in Nursing Students." Korean Journal of Occupational Health Nursing 24, no. 2 (May 30, 2015): 122–31. http://dx.doi.org/10.5807/kjohn.2015.24.2.122.

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Kelly, Teresa. "Critical job-seeking skills were missing from course." Nursing Standard 20, no. 42 (June 28, 2006): 38–39. http://dx.doi.org/10.7748/ns.20.42.38.s46.

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Reio, Thomas G., and Joanne Sanders-Reio. "Sensation seeking as an inhibitor of job performance." Personality and Individual Differences 40, no. 4 (March 2006): 631–42. http://dx.doi.org/10.1016/j.paid.2005.08.006.

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47

McKay, E., T. Thomas, and J. Martin. "An interactive job seeking system for vocational rehabilitation." Journal of Computer Assisted Learning 19, no. 3 (September 2003): 396–98. http://dx.doi.org/10.1046/j.0266-4909.2003.00041.x.

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48

Morin, Brian G. "The Hard Work of Seeking a Physics Job." Physics Today 47, no. 12 (December 1994): 85–86. http://dx.doi.org/10.1063/1.2808769.

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49

Gruen, William `CHIP'. "Seeking a Context for the Testament of Job." Journal for the Study of the Pseudepigrapha 18, no. 3 (March 2009): 163–79. http://dx.doi.org/10.1177/0951820709103180.

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Wanberg, Connie R., John D. Watt, and Deborah J. Rumsey. "Individuals without jobs: An empirical study of job-seeking behavior and reemployment." Journal of Applied Psychology 81, no. 1 (February 1996): 76–87. http://dx.doi.org/10.1037/0021-9010.81.1.76.

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Journal articles on the topic 'Job seeking'

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