The existing literature calls for greater clarity on how different job search strategies influence outcomes and wellbeing. In Study 1 ( N = 1052; M age = 25.48; 41.9% females), we developed and validated the Maximizing and Satisficing Job Search Scale (MSJSS). Results demonstrated its associations with existing measures of general maximizing and satisficing tendencies and job search outcomes (e.g., choice regret, number of offers, and outcome satisfaction). Using the MSJSS, based on another sample that was split randomly into a test group ( N = 1010; M age = 25.64; 34.5% females) and a validation group ( N = 1010; M age = 25.63; 35.0% females), Study 2 revealed a 4-profile solution: maximizers , satisficers , neutrals , and adaptive satisficers. Individuals in the maximizers group obtained significantly more job offers than the other groups, whereas the satisficers received the least. Job seekers in the neutrals were the least satisfied and most regretful of the four profiles. The adaptive satisficers reported more job offers and similar levels of outcome satisfaction when compared to the satisficers . Implications for theory, job search practice, and future research are discussed.
Hu et al. (Sat,) studied this question.