求职自我效能对求职行动的影响:情绪调节能力的调节作用

How Self-efficacy Affect Active Job Search Activities:Moderate Effect of Emotion Regulation

鉴于以往不同理论关于求职自我效能对求职行动的影响提出了不同的预期,以338名不同地区的大学生被试为样本,依据社会认知理论、目标层次理论和控制理论,并结合动态求职理论和双维度求职模型,试图对以往理论加以整合,并探究求职自我效能对求职行动的影响机制。研究发现,求职者的情绪调节能力在上述关系中起到调节作用。对于情绪调节能力较低的个体来说,求职自我效能对求职行动存在显著的预测作用;而对于情绪调节能力较高的个体来说,求职自我效能对求职行动的预测作用并不显著。研究结果拓展了求职行为影响机制的研究,发现对于不同情绪调节能力的个体,自我效能对求职行为的影响不同。同时对大学生求职提出了一些建议。

By using a sample of 338 undergraduates from various regions,the present study examines the relationship between job search self-efficacy and active job search on the basis of social cognitive theory,goal-gradient perspective and control theory,along with Blau’s two-dimension job search model and the dynamic view of job search.Moreover,individuals’ regulation of emotion moderates the relationship stated above,and only for those poor in emotion regulation,active job search is positively related to job search self-efficacy.The results extend existing research framework by discovering the effect of individual difference in the mechanism of job search.The current study also comes up with some suggestions in searching for jobs.