Feedback-Seeking and Social Networking Behaviors During Job Search

Yamkovenko, Bogdan; Hatala, John Paul

doi:10.1177/1534484313497948

Cited by 6 publications

(5 citation statements)

References 68 publications

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“…Finally, Yamkovenko & Hatala (2014) proposed in a theoretical article that individuals with an LGO are motivated by instrumental considerations to seek more feedback from a dispersed network of "weak ties," resulting in better job search outcomes, whereas individuals with a PGO are motivated by impression management concerns to hide their status as unemployed and to reach out to a closely knit network of "strong ties," resulting in worse job search outcomes. These hypotheses require empirical testing.…”

Section: Dispositional Variablesmentioning

confidence: 99%

To Seek or Not to Seek: Is That the Only Question? Recent Developments in Feedback-Seeking Literature

Ashford

Stobbeleir

Nujella

2016

Annu. Rev. Organ. Psychol. Organ. Behav.

143

197

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In 1983, our understanding of feedback in organizations shifted from a focus on feedback from supervisors through the annual performance review to consider also the feedback information proactively sought by individuals as part of their everyday interactions within organizations ( Ashford & Cummings 1983 ). This article updates our understanding of the field of feedback-seeking behavior (FSB) since this literature was last reviewed in 2003, analyzes its current state, and suggests future research ideas. We begin by positioning feedback seeking within a broader theoretical context by relating it to proactivity, impression management, and individual adjustment. We then review what we currently know about who is more likely to seek feedback, as well as the contexts that stimulate such seeking. We then review the benefits and potential costs that might accompany feedback seeking, with regard to the person who is seeking it as well as the group. We conclude this review by identifying potentially fruitful avenues for further research and some key practical implications.

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Section: Dispositional Variablesmentioning

confidence: 99%

To Seek or Not to Seek: Is That the Only Question? Recent Developments in Feedback-Seeking Literature

Ashford

Stobbeleir

Nujella

2016

Annu. Rev. Organ. Psychol. Organ. Behav.

143

197

View full text Add to dashboard Cite

show abstract

“…More importantly, the concept of “self” is at the core of both employee cynicism and job search behaviors are driven by the need to charter one's course in order to satisfy personal goals or agenda (Wanberg, ). Yamkovenko and Hatala () suggested that job search behavior is not necessarily a means to get an alternative offer but also a means of coping with the situation at the current job. Therefore, individuals become cynical and respond with a negative attitude toward their organization in the absence of trust, for example, tolerance to workplace incivility.…”

Section: Theory and Hypothesesmentioning

confidence: 99%

Linking Tolerance to Workplace Incivility, Service Innovative, Knowledge Hiding, and Job Search Behavior: The Mediating Role of Employee Cynicism

Aljawarneh

Atan

2018

Negotiation Conflict Man Res

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Although incivility has been identified as an important issue in workplaces, little research has focused on tolerance to workplace incivility. Drawing on conservation of resources and psychological ownership theory, this article investigates the mediating role of employee cynicism on the relationship between tolerance to workplace incivility and outcome variables (i.e., service innovative behavior, knowledge hiding behavior, and job search behavior) in the hospitality industry. Structural equation modeling and artificial neural network were applied on survey data obtained from five‐star hotels in Jordan. Building on the proposed theories, we show that employee cynicism mediates the link between tolerance to workplace incivility and knowledge hiding behavior, and job search behavior. Implications for theory and practice are discussed.

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“…Given that both focused and exploratory job searches are difficult, challenging, and also relate to positive consequences (Affum-Osei et al, 2021 ), the probability for LGO and PPGO job-seekers to use FJSS and EJSS is higher than using HJSS. Studies support that job seekers with high LGO persist in the events of failures (Yamkovenko & Hatala, 2014 ) and engage in cognitive reaapraisal strategies towards finding jobs (Wang & Yan, 2018 ). Similarly, reseach shows that PPGO relates positively to career exploration (Creed & Hennessy, 2016 ), and cognitive job search reappraisal strategies (Wang & Yan, 2018 ).…”

Section: Theoretical Development and Hypothesesmentioning

confidence: 99%

Job search in a difficult labour market: linking goal orientation to job search strategies and outcomes with the moderating role of self-control

Affum-Osei

Chan

2023

Curr Psychol

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This study addresses how goal orientation relates to different job search strategies to increase the chance of finding employment and quality jobs. We integrate the goal orientation theory with self-control to examine how the orientation of goals (i.e., performance-prove goal orientation (PPGO), performance-avoid goal orientation (PAGO) and learning goal orientation (LGO)) are associated with job search strategies (i.e., Focused Job Search Strategy- FJSS, Exploratory Job Search Strategy-EJSS, and Haphazard Job Search Strategy-HJSS) and how self-control moderates the process. In a three-wave study ( n T1 = 859; n T2 = 720; n T3 = 418), the hypotheses were tested using unemployed job seekers in Ghana. The results from the structural equation model show that learning goal oriented job seekers were inclined to search more focused and exploratory but engaged in less haphazard search. While PPGO facilitated EJSS, job seekers with PAGO searched more haphazardly but their search behaviour was less focused and exploratory. In addition, EJSS contributed to attending more job interviews, but HJSS decreased the chance of obtaining job interviews. Also, the interviews attended were associated with job offered, which in turn led to obtaining employment. Both FJSS and EJSS were related to employment quality but HJSS decreased employment quality. Interestingly, individual differences in self-control were found to moderate the relation between goal orientation and job search strategy. The use of EJSS was found to be more beneficial in difficult labour markets.

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Feedback-Seeking and Social Networking Behaviors During Job Search

Cited by 6 publications

References 68 publications

To Seek or Not to Seek: Is That the Only Question? Recent Developments in Feedback-Seeking Literature

To Seek or Not to Seek: Is That the Only Question? Recent Developments in Feedback-Seeking Literature

Linking Tolerance to Workplace Incivility, Service Innovative, Knowledge Hiding, and Job Search Behavior: The Mediating Role of Employee Cynicism

Job search in a difficult labour market: linking goal orientation to job search strategies and outcomes with the moderating role of self-control

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