Job search and the theory of planned behavior: Minority–majority group differences in The Netherlands
Job search and the theory of planned behavior: Minority–majority group differences in The Netherlands
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DOI：
10.1016/j.jvb.2003.09.001
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发表时间：
2004-12
影响因子：
11.1
通讯作者：
E. V. Hooft;M. Born;T. Taris;H. Flier
中科院分区：
文献类型：
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作者：
E. V. Hooft;M. Born;T. Taris;H. Flier
许多西方国家的劳动力市场日益多样化。然而，人们对少数民族等“非传统”求职者的求职行为知之甚少。本研究利用计划行为理论（），调查了少数群体与多数群体在求职行为预测因子上的差异。数据是在荷兰697名临时雇员的两波纵向设计中收集的。结果显示，少数民族对社会压力的感知比他们的个人态度更能预测他们寻找（新）工作的意图。而在荷兰本土人群中发现的情况正好相反。自我效能感对求职意向的预测没有贡献。求职行为与求职结果（如工作成就）显著相关。
The labor market in many Western countries increasingly diversifies. However, little is known about job search behavior of “non-traditional” applicants such as ethnic minorities. This study investigated minority–majority group differences in the predictors of job search behavior, using the theory of planned behavior (). Data were collected in a two-wave longitudinal design among 697 temporary employees in The Netherlands. Results showed that the ethnic minorities' perceptions of social pressure predicted intentions to search for a (new) job more strongly than their personal attitudes did. The opposite was found in the native-Dutch group. Self-efficacy did not contribute to the prediction of job search intention. Job search behavior related significantly to job search outcomes, such as job attainment.