Multiple predictors and criteria of job search success

By A. Saks. 2006

207 citations recorded by the source corpus.

Subfields: Economics and Econometrics, Education, General Health Professions

View Paper: https://www.semanticscholar.org/paper/eea1d16fc43873122bcb381f7a622f2c7981068c

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Citations in the corpus

Career adaptability, job search self-efficacy and outcomes: A three-wave investigation among Chinese University Graduates (2013, background): “E) fit has been established as a strong predictor for both work-related and career-related outcomes (Boswell et al., 2012; Saks, 2006; Saks & Ashforth, 1997, 1999, 2002).”
The interplay of proactive personality and internship quality in Chinese university graduates' job search success: The role of career adaptability (2018, methodology): “, number of occurrences of some event), even though the number of job offers have been widely used to assess job search success in the literatures (e.g., Brasher & Chen, 1999; Brown et al., 2006; Kanfer et al., 2001; Saks, 2006; Steffy, Shaw, & Noe, 1989).”
Networking as a job search behaviour: A social network perspective (2009, methodology): “…assessment of the effectiveness of networking was made, with a job search outcome (i.e. number of job offers), a quantitative employment outcome (i.e. employment status), and an employment quality outcome (i.e. job-organization fit) as criterion variables (Brasher & Chen, 1999; Saks, 2006).”
Employee Job Search (2012, unknown): “The general argument is that an ineffective job search leads to a misfit with the organization, job, or both, resulting in negative work attitudes shortly after beginning employment (Saks, 2006; Saks & Ashforth, 1997, 2002) and, perhaps, restarting the job search process as an EJS (discussed below).”
Employee recruitment and job search: Towards a multi-level integration (2019, background): “J) fit have also been studied (Saks, 2006).”
Calling and Vocation in Career Counseling: Recommendations for Promoting Meaningful Work (2009, background): “For example, active engagement in career decision making is a fundamental aspect of all major career choice theories, and research evidence, although limited, demonstrates that an active approach to career development tasks is adaptive (e.g., Jenaro, Flores, & Arias, 2007; Saks, 2006).”
“I Have a Job, But . . .”: A Review of Underemployment (2011, background): “Additionally, job search self-efficacy positively predicted person–job fit, but job search intensity and effort did not, in a study of school leavers (Saks, 2006).”
Conscientiousness Is the Most Powerful Noncognitive Predictor of School Achievement in Adolescents (2016, background): “This trait plays a role in various life areas; among others, it is associated with job search success (Saks, 2006), career success (Abele & Spurk, 2009), and academic achievement (Caprara, Vecchione, Alessandri, & Barbaranelli, 2011).”
Being There: Work Engagement and Positive Organizational Scholarship (2011, background): “In contrast, psychological engagement refers to the way in which individuals actually employ themselves during the performance of their work (Saks, 2006).”
The individual experience of unemployment. (2012, background): “This may be suitable for employed or college student job seekers preparing for graduation (Saks 2006).”