The present study examined extraversion and neuroticism as moderators of weekly relationships between job-search efforts, proximity to the goal of obtaining employment, emotional wellbeing, and job-search self-efficacy. To this end, a short-term longitudinal study, consisting of weekly assessments over a 4-week period, was conducted among 80 French jobseekers. The main results suggested that the more extraverted or neurotic jobseekers are, the more motivated they are to make job-search efforts after positive experiences (i.e., high emotional wellbeing and/or high job-search self-efficacy), and the more demotivated they are to make efforts after negative experiences. Conversely, the more introverted and emotionally stable jobseekers are, the more motivated they are to make efforts after negative rather than positive experiences. In short, extraverted and/or neurotic individuals exhibited the self-regulation dynamics predicted by social cognitive theories, while introverted and/or emotionally-stable individuals exhibited the self-regulation dynamics predicted by control/cybernetic theories. Results are discussed in the light of current knowledge about self-regulation and job-search dynamics.

本研究考察了外向性和神经质作为求职努力、与就业目标的接近程度、情绪健康和求职自我效能之间每周关系的调节因素。为此，对 80 名法国求职者进行了一项短期纵向研究，包括为期 4 周的每周评估。主要结果表明，越是外向或神经质的求职者，在获得积极体验（即高情绪幸福感和/或高求职自我效能）后，他们就越有动力去求职，而且他们越没有动力是在负面经历后努力。相反，求职者越内向和情绪稳定，他们就越有动力在经历消极而不是积极的经历后努力。简而言之，外向和/或神经质的个体表现出社会认知理论预测的自我调节动态，而内向和/或情绪稳定的个体表现出控制/控制理论预测的自我调节动态。根据有关自我调节和求职动态的当前知识讨论结果。