M. (2016). The effect of job insecurity on employee health complaints: A within-person analysis of the explanatory role of threats to the manifest and latent benefits of work.

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.

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.

Researchers have traditionally suggested that multiple jobholders (MJHers; individuals who work more than one job) are economically deprived and piece together employment to make ends meet. More recently, scholars have demonstrated that MJHers are also motivated for nonpecuniary benefits. In the current research, we employ a mixed-methods, three-study research design on 1,487 MJHers to develop a comprehensive typology of multiple jobholding (MJH) motivations, advance our understanding of how MJH motivations co-occur through the generation of latent MJH motivational profiles, and test how MJH experiences differ by profile. In Study 1 (N = 801), we content analyze qualitative survey responses and uncover eight motivational categories. In Study 2 (N = 260), we find evidence of four MJH motivational profiles based on motivations found in Study 1: Identity Builders, Value Optimizers, Pragmatic Enjoyment Seekers, and Instrumentalists. In Study 3a (N = 426), we empirically replicate the four-profile solution and conceptually replicate three profiles-instead of Instrumentalists, we find evidence of Precarious Workers.In Study 3b, we develop and test hypotheses as to how MJH experiences pooled across the primary and secondary job differ by profile. Findings suggest there are optimal MJH motivational patterns and that some MJHers (Identity Builders, Value Optimizers) are more likely to experience enrichment than other MJHers (Precarious Workers). Theoretically, we integrate the careers and MJH motivation literature with the enrichment and depletion model of multiple role engagement within one domain (work). Finally, we discuss practical implications for MJHers, managers, and organizations.

Divorce is one of life's most stressful events. By pairing two studies, using mixed-methods, and drawing on conservation of resources theory, we contribute new and previously unavailable information about three questions. How and to what extent does going through a divorce affect individuals at work? What factors differentiate a lower versus higher impact on work? Do work outcomes improve after a divorce has been completed? In Study 1, individuals currently in the process of divorcing report more negative mood at work, lower job performance, and lower health in comparison to employees recently divorced, divorced over 5 years ago, or never divorced. Qualitative findings illustrate vivid reports of intrusive negative affect and reduced focus at work. At the same time, nearly 39% of individuals reported that divorcing had a positive impact on their job, work, or career. Qualitative findings reveal that for some, divorcing frees up time and energy and amplifies motivation for work. Study 2 is a longitudinal survey study of individuals in the process of a divorce. Findings indicate that levels of divorce-related grief, quality of the dissolving marriage, the presence of children, and anticipated post-divorce financial stability differentiate between those with better and worse work outcomes. Individuals improve on work-related cognitive andThis is an open access article under the terms of the Creative Commons Attribution-NonCommercial License, which permits use, distribution and reproduction in any medium, provided the original work is properly cited and is not used for commercial purposes.