Does feedback matter for job search self‐regulation? It depends on feedback quality
研究基于七周每周一次的求职者调查，发现高质量反馈直接影响求职中的情绪反应，进而影响元认知策略和反刍思维，最终影响简历投递数和求职时间，且反馈自我效能感调节这一过程。
Abstract Job search represents a dynamic process through which job seekers must consistently engage in effective self‐regulation. Although scholars have increasingly begun to theorize and conceptualize the job search in this manner, little is known about what fosters effective self‐regulation week‐to‐week. In light of this theoretical gap, we integrate self‐regulation theory with the feedback literature to examine how feedback quality influences affective, cognitive, and behavioral regulatory processes in job search. Furthermore, we examine feedback self‐efficacy (i.e., how efficacious a job seeker feels with respect to processing and implementing feedback received during the job search) as a stable, person‐level moderator of these within‐person relationships. In a sample of job seekers surveyed once a week for seven weeks, results indicate that receiving high‐quality feedback has a direct influence on positive and negative affective reactions tied to the job search, influencing subsequent positive (i.e., metacognitive strategies) and negative (i.e., affective rumination) cognitive processes. Metacognitive strategies, in turn, impact both the number of résumés sent and hours spent job seeking each week. Moreover, lower feedback self‐efficacy amplifies the relationship between feedback quality and negative affective reactions. Our results highlight the importance of high‐quality feedback in helping job seekers effectively regulate week‐to‐week.