Happy, and they know it? The roles of positive affectivity, intrinsic motivation and network building on LinkedIn on employment predictions

Purpose Drawing on trait activation theory, this study examines the influence of positive affectivity on employment predictions (e.g. the probability of obtaining an interview and being hired) via intrinsic motivation and network building on LinkedIn. Design/methodology/approach Multisource field data were collected from student job seekers ( n  = 179) searching for an internship over two points with a six-month time separation between the first and second data collection. Findings Structural equation modeling (SEM) analyses revealed marginal support for the mediating roles of intrinsic motivation and network building in positive affectivity’s indirect effect on employment predictions about the probability of obtaining an interview and being hired. Research limitations/implications This study extends research on job search networking/selection by demonstrating the sequential process through which job seekers’ positive affectivity influences employment predictions, emphasizing the intermediary roles of intrinsic motivation and network building on LinkedIn. Practical implications Job seekers, recruiters and career counselors should consider network building on LinkedIn as a relevant expression of positive affectivity. Originality/value We apply trait activation theory as an overarching framework to examine how an affective between-person difference is expressed via intrinsic motivation and network building and is, at the same time, perceived and valued by employers on LinkedIn.