Social Networks, Self-Perceptions, and Job Search Success for Entry-Level Job Seekers

Job search is thought to be highly relevant to, or dependent on, one's social network. This paper specifies the process by which job seekers compare their job search performance with members of their social network, which impacts their self perceptions (i.e., job search self-efficacy and self-esteem), positive affect, and ultimately influences their job search success. We propose a model to provide insights into the role of a job-seeker's social network in providing comparison information for assessing his or her job search performance. This comparative information is linked to perceptions and feelings that are critical for one's job search success. Our model integrates social network theory with current research on social comparison processes. We highlight the importance of the quality of information from one's social network for job seekers when other comparative information is not readily available. The model also proposes that personal goals, (i.e., self-enhancement, self-improvement, and self-evaluation) affect job seekers' choice of subsequent comparison targets. This paper has implications for both theory and practice related to the role of social networks in successful job search.