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.

中文翻译：

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反馈对求职自我调节有影响吗？这取决于反馈质量

求职代表了一个动态过程，求职者必须通过该过程不断进行有效的自我调节。尽管学者们已经越来越多地开始以这种方式对求职进行理论化和概念化，但是对于什么促进每周进行有效的自我调节的知之甚少。鉴于这一理论空白，我们将自我调节理论与反馈文献相结合，以研究反馈质量如何影响求职中的情感，认知和行为调节过程。此外，我们将反馈的自我效能感（即求职者对在求职过程中处理和实施收到的反馈的感受如何有效）作为这些人际关系的稳定，人际协调者。在每周调查一次，连续七周的求职者样本中，结果表明，获得高质量的反馈会直接影响与求职有关的正面和负面情感反应，影响随后的正面（即元认知策略）和负面（即情感沉思）认知过程。反过来，元认知策略会影响每周发送的简历数量和求职时间。此外，较低的反馈自我效能会放大反馈质量与负面情感反应之间的关系。我们的结果强调了高质量反馈在帮助求职者每周有效监管方面的重要性。情感反省）认知过程。反过来，元认知策略会影响每周发送的简历数量和求职时间。此外，较低的反馈自我效能会放大反馈质量与负面情感反应之间的关系。我们的结果强调了高质量反馈在帮助求职者每周有效监管方面的重要性。情感反省）认知过程。反过来，元认知策略会影响每周发送的简历数量和求职时间。此外，较低的反馈自我效能会放大反馈质量与负面情感反应之间的关系。我们的结果强调了高质量反馈在帮助求职者每周有效监管方面的重要性。