College of Behavioral & Social Sciences
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The collections in this community comprise faculty research works, as well as graduate theses and dissertations..
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Item The Effects of Causal Attributions and Previous Status on Expectations(2024) Greenberg, Mollie; Lucas, Jeffrey W; Sociology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)In this dissertation, I explore the influence of status history and causal attribution on expectations. I propose that information about status history and causal attribution of status help to explain how expectations form. To test these propositions, I develop a model that accounts for the possible influence of previous history with a characteristic on current expectations. I also propose that causal attribution and previous status information may work in concert to influence expectations. I examine the influence that causal attribution of status has on expectations when status remains consistent and the influence of causal attribution in the event of status change. I begin by assessing the utility of this combined “Status-Attribution Model” overall. Next, I build upon findings examining if perception of status affects both expectations of those being evaluated and behavior toward these individuals. Finally, I explore effects that the combination of status history and attribution has on the self-concept. In Study 1, I found, as expected, that information about status history and information indicating attribution of status can affect expectations. Status loss had a significantly negative effect on evaluations compared to evaluations of those with consistently low status. Also as expected, internal attribution of status led to significant differences between ratings. Results from Study 2 were more variable. As expected, those who experienced status loss were rated as significantly more dependent than those who remained consistently low status on that characteristic. But causal attribution of status did not always affect evaluations. In Study 3, many findings supported my hypotheses. As predicted, internal attribution of low status made individuals rate themselves as less trustworthy and report a lower sense of mastery and self-esteem. And the effect of attribution on self-concept was magnified when considered with status loss. But unexpectedly, those that experienced status loss rated themselves as significantly less able and competent relative to those with consistent low status. Results from each study indicate that factors apart from current status, including status history and causal attribution, can significantly influence expectation formation. Both expected and unexpected findings present many avenues for future research.Item JOB SEARCH EXPERIENCES: A WITHIN-PERSON EXAMINATION OF JOB SEARCH SELF-EFFICACY, BEHAVIORS, AND OUTCOME(2011) Liu, Songqi; Wang, Mo; Psychology; Digital Repository at the University of Maryland; University of Maryland (College Park, Md.)A dynamic self-regulatory perspective is useful to explain within- and between-person variations in job search behaviors (e.g., Barber, Daly, Giannantonio, & Phillips, 1994; Kanfer, Wanberg, Kantrowitz, 2001). However, few studies have incorporated models and designs appropriate for addressing when and why individuals are persistent in their job search activities. In addition, although goal orientation and attribution are highly relevant to self-regulation, previous studies on job search have not integrated these important constructs into the dynamic model of job search. Using data from college seniors in China, the current study advanced the understanding of the dynamic pathways leading to job search behaviors and number of job offers. Specifically, conceptualizing job search behaviors as guided by the employment goal and its sub-goal job search behavior goal, the current study differentiates employment self-efficacy from job search behavior self-efficacy. The data showed that at the within-person level, higher levels of perceived job search progress lead to more job search behaviors through enhanced levels of job search behavior self-efficacy. At the same time, higher levels of perceived job search progress could also lead to less job search behaviors through elevated employment self-efficacy. Finally, active job search behaviors were positively related to the number of job offers received by job seekers. The data also suggest that performance goal orientation and attribution moderated the within-person relationship between perceived job search progress and self-efficacy believes. These findings are discussed in terms of their theoretical implications to multiple goal theories regarding dynamic self-regulation processes and practical implications to employment interventions.