Abstract
The literature on mindsets about the plasticity of personal attributes is largely comprised of between-person studies examining the self-regulatory implications of fixed and growth mindsets. Less attention has been paid to whether mindsets differ at the within-person level, such that individuals simultaneously hold differentiated mindsets about specific abilities. In the context of a looming job loss, we conducted a qualitative investigation into whether job seekers hold different mindsets regarding their job-related networking, vacancy searching, interviewing, and negotiating abilities. Beyond the present study providing evidence of differentiated mindsets about abilities, it illustrates how qualitative methods can enable the detection of more nuance in mindsets than is currently captured in the almost universally quantitative mindset literature. These nuances include observations of how mindsets are deduced from one's experiences, the prevalence of mixed mindsets wherein individuals hold both fixed- and growth-oriented views, and that self-labeling is not only the province of fixed mindsets. Such insights have important implications for both updating assumptions about the ontology of mindsets, as well as for facilitating job seekers' engagement in various job search initiatives.