The academic job search: The experiences of a new PhD in the job market.

Describes the experiences of a new PhD seeking an academic job. The author's observations are drawn from job interviews with 12 psychology departments in Canada and the US. Topics discussed include where to apply, who is invited for an interview, the importance of publications, alternatives to a tenure track position, rejections, and how to make a decision about an offer. (French abstract) (9 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Employment, unemployment, and the job search in psychology.

Data from over 7,000 members of the American Psychological Association imply the following: (a) PhDs fare better in the labor market than MAs. (b) Females (unless they are single) report more part-time employment, more underemployment, and more unemployment than do males. (c) The employment situation for minority groups differs little from that for Whites. (d) Females make less use of many methods to seek work than do males and also tend more often to limit their search to their locality. (32 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

An opponent process theory of job satisfaction.

Considers the role of job satisfaction in research and theory in the area of industrial and organizational psychology. Job satisfaction seems to occupy a position as the hedonic or affective component in theories of motivation. In spite of its importance, little theory is available for understanding the affective state represented by the concept of job satisfaction. Opponent process theory is suggested as a reasonable deductive statement for a consideration of the phenomenon of satisfaction. The theory proposes that every excursion from hedonic neutrality is accompanied by an attempt to bring the excursion back within "normal" limits. This return to normal is accomplished via an opponent process. The theory further suggests that the opponent process grows in strength with use. The theory is applied to some current questions regarding the relationship between job satisfaction and work motivation. The major parameters of the theory are represented by a series of research hypotheses and corollaries. (42 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Interpersonal evaluations following threats to self: Role of self-esteem.

In 2 studies, the authors used dyadic interactions to assess the influence of ego threat on likability as a function of self-esteem. In both studies, 2 naive participants engaged in a structured conversation; in half of the dyads, 1 participant received an ego threat prior to the interaction. In the 1st study, threatened high self-esteem participants were rated as less likable than were threatened low self-esteem participants. The 2nd study confirmed that ego threats are associated with decreased liking for those with high self-esteem and with increased liking for those with low self-esteem. A mediational analysis demonstrated that decreased liking among high self-esteem participants was due to being perceived as antagonistic. Study 2 also indicated that the findings could not be explained by trait levels of narcissism. These patterns are interpreted in terms of differential sensitivity to potential interpersonal rejection. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Moderating influence of self-esteem on relationships between job complexity, performance, and satisfaction.

Administered the Job Diagnostic Survey, the Tennessee Self-Concept Scale, and measures of job complexity, job performance, and sense of competence to 166 15–22 yr old 1st-, 2nd-, 3rd-, and 4th-yr electrical apprentices. The measures were readministered 20 mo later to 92 of the original 1st- and 2nd-yr Ss to investigate the moderating influence of employee self-esteem on relationships between organizational variables. Analysis showed that global self-esteem and sense of competence did not moderate relationships between (1) job satisfaction and job performance and (2) job complexity and job performance or job satisfaction. It is suggested that the moderating effect of self-esteem on relationships involving job satisfaction, performance, and complexity may have little practical consequence. (39 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The young person's job search: Insights from a study.

This condensation of a longer report presents some of the findings of a study of job search approaches used by young people. Using 2 cohorts on which past test information was available—260 Ss about 20 yrs old and 250 Ss about 32 yrs old—data were collected on what techniques had been used in the participants' job search; which approaches were thought to be most effective; and what factors, when measured in high school, best predicted employment status and satisfaction at the time of the study. The samples were weighted toward urban minority youth, and analyses were performed by cohort, race, and sex. A profile of the successful job-seeking youth is drawn from these analyses. (14 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Recruitment practices and job search for academic positions in psychology.

This paper describes the faculty hiring process, applicants' job search process, and unsuccessful applicants' current employment based on surveys of 31 hired faculty members, 13 successful applicants who had declined job offers, 55 unsuccessful applicants, and 17 Canadian psychology departments with respect to full-time junior faculty openings advertised in 1993–94. Applicants in the clinical/counselling area were most likely to be successful. Significant predictors of success were number of courses taught, having children, citizenship or permanent residency, internship completion, number of books and book chapters published, and number of research grants awarded. There was a perceptual gap between departments and applicants in the importance of several selection criteria. Applicants were most critical about departments' lack of communication with and consideration for applicants. Nevertheless, over 90% of unsuccessful applicants were currently fairly happily employed in their profession. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The serial process in visual search.

The conditions for serial search are described. A multiple target search methodology (Thornton & Gilden, 2007) is used to home in on the simplest target/distractor contrast that effectively mandates a serial scheduling of attentional resources. It is found that serial search is required when (a) targets and distractors are mirror twins, and (b) when the search elements lack the Gestalt property of intrinsic orientation. The finding is put into the context of Feature Integration Theory (Treisman & Gelade, 1980) that first identified the occasions of serial search to be important to object perception and understanding. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Visual search asymmetries within color-coded and intensity-coded displays.

Color and intensity coding provide perceptual cues to segregate categories of objects within a visual display, allowing operators to search more efficiently for needed information. Even within a perceptually distinct subset of display elements, however, it may often be useful to prioritize items representing urgent or task-critical information. The design of symbology to produce search asymmetries (Treisman & Souther, 1985) offers a potential technique for doing this, but it is not obvious from existing models of search that an asymmetry observed in the absence of extraneous visual stimuli will persist within a complex color- or intensity-coded display. To address this issue, in the current study we measured the strength of a visual search asymmetry within displays containing color- or intensity-coded extraneous items. The asymmetry persisted strongly in the presence of extraneous items that were drawn in a different color (Experiment 1) or a lower contrast (Experiment 2) than the search-relevant items, with the targets favored by the search asymmetry producing highly efficient search. The asymmetry was attenuated but not eliminated when extraneous items were drawn in a higher contrast than search-relevant items (Experiment 3). Results imply that the coding of symbology to exploit visual search asymmetries can facilitate visual search for high-priority items even within color- or intensity-coded displays. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

A decision process model for predicting job preferences.

Surveyed the decision processes of a set of job applicants to predict job choice behavior. 28 graduate business students constructed decision models in the form of a discrimination net by weighting the relative importance of a large number of job attributes. The models reflected decisions that were made when determining whether or not a job offer was acceptable. This discrimination net survey classified jobs into either an acceptable category or a rejected category for each applicant. A comparison of discrimination net predictions of acceptable category occupations with real job acceptances revealed 23 correct predictions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The effects of goal orientation on job search and reemployment: A field experiment among unemployed job seekers.

Because unemployment has detrimental effects on the well-being of unemployed people, it is important that unemployed individuals move back to work. The present study aimed at improving the understanding of the job search and reemployment process by applying goal orientation theory to job seeking. Using a 3-group field experimental design among 109 unemployed job seekers, the authors examined the effects of situational learning and performance goal orientation on participants’ job search intentions, job search behavior, and reemployment status. A situational focus on learning goals was found to be beneficial for the job search process, leading to more search intentions, more search behavior, and higher reemployment probabilities. These effects seemed to be independent of people’s dispositional goal orientation. Findings indicate that goal orientation is a promising construct for both science and practice in the field of job seeking. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Visual and memory search by process schizophrenics.

Compared the response times (RTs) of 20 process schizophrenics (10 paranoid and 10 nonparanoid) and 20 nonhospitalized controls (mean ages 39.2, 30.0, and 34.1 yrs, respectively) on a hybrid visual and memory search task in which Ss searched displays of up to 15 letters, reporting whether or not displays contained a target, which in different conditions was drawn from a memorized set of 1, 3, or 6 letters. RTs of all groups increased linearly with the product of the number in the memorized target set and the number of displayed letters. Although the intercepts and RTs of the schizophrenics (there were no paranoid–nonparanoid differences) exceeded those of controls, no group differences were found in slopes or in rates of increase in RT as a function of the number of memorized or displayed items. Results are interpreted in terms of a model proposed by W. Schneider and R. M. Shiffrin (1977), which indicates that process schizophrenics are retarded in processes associated with response production but not in a variety of processing stages involved in the comparison of displayed and memorized information. (10 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Proactive personality and the successful job search: A field investigation with college graduates.

The current article tests a model of proactive personality and job search success with a sample of 180 graduating college students. Using structural equation modeling, the authors tested a theoretical model that specified the relations among proactive personality, job search self-efficacy, job search behaviors, job search effort, and job search outcomes. Job seekers were surveyed at 2 separate points in time, once 3-4 months prior to graduation and once 2-3 months following graduation. The results suggest that proactive personality (a) significantly influenced the success of college graduates' job search, (b) was partially mediated through job search self-efficacy and job search behavior, and (c) was independent of self-esteem and conscientiousness. The findings are discussed in terms of their general implications for understanding the nature of the process through which distal personality factors, such as proactive personality, affect the nature and success of an individual's job search. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Understanding failure in the job acquisition process: An attributional approach.

Examined differences in the attributions made by nondisabled persons of failure to obtain employment by disabled vs nondisabled job applicants. Four experimental groups, each consisting of 30 college students, read stimulus material in which an unsuccessful job applicant was described as alcoholic, mentally ill, deaf, or nondisabled. Ss were then asked to respond to a scale constructed to test for 4 sources of attribution of failure to secure the job: ability, effort, 12-item Likert-type task difficulty, and luck. Implications for the effects of different attributions on client motivation are discussed. (16 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Effects of life and job stress on information search behaviors of organizational members.

Examined the relationship of stressful life events in and out of work to role-relevant information search. It was suggested that stressful life events lead a person to question the appropriateness of typical modes of role enactment resulting in increased role-relevant information search. 44 adults (mean age 37.7 yrs) employed in a wide variety of organizations completed the Social Readjustment Rating Scale and the Organizational Readjustment Rating Scale that measure 2 types of stressful events (life and work), and role-related information search was assessed in 2 settings (on and off the job). Results show that stressful events significantly predicted information search activities. However, work-related stressful events predicted information search conducted on the job, whereas life stress predicted off-the-job search. (11 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Is job search related to employment quality? It all depends on the fit.

In this longitudinal study on job search, fit perceptions, and employment quality, 113 graduates completed surveys prior to organizational entry and 4 mo after entry. Job search behavior and career planning were positively related to pre-entry person job (P-J) and person-organization (P-O) fit perceptions, and pre-entry P-J fit perceptions mediated the relationship between career planning and postentry P-J fit perceptions. P-J and P-O fit perceptions were positively related to job and organizational attitudes, and pre-entry P-J fit perceptions mediated the relationship between career planning and job attitudes. Further, the relationships between pre-entry fit perceptions and employment quality were mediated by postentry fit perceptions. These results indicate that P-J and P-O fit perceptions play an important role in linking job search to employment quality. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Role of leadership in the employee withdrawal process.

During a 1-yr period, 20 of 48 systems analysts and computer programmers of the information systems department of a large public utility terminated their employment. As hypothesized, leader–member exchange was an effective predictor of employee turnover. However, the overall style of a leader (i.e., average leadership style) was no more helpful than the base rate in predicting turnover. Implications for the role of leadership in the employee withdrawal process are discussed. (19 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Performance of process schizophrenics on tasks involving visual search.

Compared the response times of 32 process schizophrenics and 16 nonhospitalized matched controls on 3 visual search tasks. Exp I involved the location of a target letter within an array of different background letters. Other experiments required a same–different response. Exp II involved the identification of a single different letter set within the uniform context of a square display formed by up to 40 replicates of another letter. Exp III presented 2 3–6 letter clusters in a single horizontal line. The 2 clusters were identical or had 1 different letter. Word and nonword clusters were used. Paranoid and nonparanoid groups did not differ on any measure. Schizophrenic response times were about 1 sec longer, but measures of rate of increase in response time with number of letters displayed did not generally differ significantly between groups. Schizophrenics tended to make more errors. Experimental manipulations affected the response times and error rates of schizophrenics and controls alike, and to much the same degree. Results suggest that process schizophrenics are not abnormally slow when extracting information from visual displays, and they appear to perform operations and strategies similar to those of normals when doing so. (30 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Body image, self-esteem, expectations, self-assessments, and actual success in a simulated job interview.

98 female undergraduates completed the Body Image Satisfaction Scale, Self-Cathexis Scale, Janis-Field-Eagly Self-Esteem Scale, and a job interview performance expectation scale prior to participating in a 15-min simulated job interview. After the job interviews, Ss rated their own performance. Two judges independently rated each S's performance by viewing videotapes of the job interviews. Expectations for job interview success were significantly related to both body satisfaction and self-esteem. Job interview self-ratings and the tendency to overrate or underestimate how well one actually performed were significantly related to self-esteem but not to body satisfaction. Body satisfaction was found to be subsumed by self-esteem in ability to predict interview expectations and self-assessments. Actual quality of interview performance was not related to either self-esteem or body attitudes. Discussion focuses on self-esteem consistency theory and implications for assisting applicants to assess more accurately their behavior in actual job interviews. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)