Specific job search self‐efficacy beliefs and behaviors of unemployed ethnic minority women

Abstract

This two‐wave field study draws from social cognitive theory to investigate the specific job search self‐efficacy beliefs and behaviors of unemployed ethnic minority women in the Netherlands. We go beyond prior job search research that predominantly used white samples and conceptualized job search self‐efficacy and behavior as global, unidimensional constructs. We found that networking self‐efficacy and Internet self‐efficacy were the main predictors of ethnic minority women’s job search behaviors. Moreover, the more time they spent on contacting employment agencies and looking at job ads the more job offers they received. Finally, time spent on job ads was more positively related to job offers when job ad self‐efficacy was high and time spent on networking only predicted job offers when networking self‐efficacy was high.

Ethical leadership, perceived cultural inclusion, and job behaviors: A two‐sample study of mediation and moderation effects

“…Within the context of fair treatment to all, there is growing attention toward equality and inclusion in the workplace with respect to differences in gender, age, culture, and religion (Fine & Sojo, 2019; Lacroux & Martin‐Lacroux, 2020). Such diversity provides challenges (Pless & Maak, 2004; Van Hoye et al, 2019) that organizations must meet to benefit all employees, customers, and other stakeholders. Mor Barak et al (2016) state that “organizations recognize their ethical obligation to create a diverse workforce and thereby provide culturally sensitive services” (p. 306) and the present paper suggests ethical leadership is tied to creating positive inclusion perceptions, and to related positive follower behaviors, specifically organizational citizenship behaviors (OCBs).…”

Skilled Migrant Women’s Experiences of the Job Search Process

“…Brissette et al (2002) found that there can be a link between an individual's coping strategies and social networks (see also Cohen & Wills 1985). Previous research has shown that strong networks are highly important to migrants in the job search process (Yijälä & Luoma 2018;Van Hoye et al 2019). Migrants' networks often consist of friends and families with the same national background (Fossland 2013) and the absence of social and professional networks with Finnish-born people can reduce the information on hidden jobs.…”

The Job-Search Self-Efficacy (JSSE) Scale: an Item Response Theory Investigation

“…Job search self-efficacy is defined as the confidence in one's ability to successfully search for jobs and to gain employment, and has long been found to be the most proximal determinant of employment among job seekers (Eden & Aviram, 1993;Kanfer & Hulin, 1985;Kanfer, Wanberg, & Kantrowitz, 2001;Saks & Ashforth, 1999). Despite this, the measurement of job search self-efficacy has been somewhat diverse with various researchers developing and using their own measure to assess the construct (see Caplan, Vinokur, Price, & van Ryn, 1989;Ellis & Taylor, 1983;Wanberg, Zhang, & Diehn, 2010;van Hoye, Van Hooft, Stremersch, & Lievens, 2019). To address the proliferation of job search self-efficacy measures in the job search literature in order to offer opportunities for the comparison of research results across studies, Saks et al (2015) organised the various measures and integrated them into a single measure, the Job-Search Self-Efficacy (JSSE) scale.…”