This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were .29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model. Research on the dispositional source of job satisfaction has had a spotty history in job satisfaction research. The personological basis of job satisfaction was considered in the earliest treatments of job satisfaction. Hoppock (1935), for example, noted a strong correlation between workers’ emotional adjustment and their levels of job satisfaction. Similarly, Fisher and Hanna (1931) concluded that a large part of dissatisfaction resulted from emotional maladjustment. With some noteworthy exceptions (P. C. Smith, 1955; Weitz, 1952), these early considerations of the dispositional source of job satisfaction lay dormant until the 1980s, when a series of provocative studies (Arvey, Bouchard, Segal, & Abra

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Five-factor model of personality and job satisfaction: a meta-analysis.

We focus on everyday role transitions involving home, work, and other places. Transitions are boundary-crossing activities, where one exits and enters roles by surmounting role boundaries. Roles can be arrayed on a continuum, spanning high segmentation to high integration. Segmentation decreases role blurring but increases the magnitude of change, rendering boundary crossing more difficult; crossing often is facilitated by rites of passage. Integration decreases the magnitude of change but increases blurring, rendering boundary creation and maintenance more difficult; this challenge often is surmounted by boundary work.

All in a Day'S Work: Boundaries and Micro Role Transitions

A comprehensive review of the outcomes associated with work-to-family conflict was conducted and effect sizes were estimated. Atypology was presented that grouped outcomes into 3 categories: work related, nonwork related, and stress related. Issues concerning the measurement of work-family conflict were also discussed. The results demonstrate the widespread and serious consequences associated with work-to-family conflict. On the basis of the results of the review, an agenda for future research was provided.

Consequences associated with work-to-family conflict: a review and agenda for future research.

Work and family research in IO/OB: Content analysis and review of the literature (1980–2002)

A meta-analytic review of work–family conflict and its antecedents ☆

This review examines the relationship among work-family (w-f) conflict, policies, and job and life satisfaction. The meta-analytic results show that regardless of the type of measure used (bidirectional w-f conflict, work to family, family to work), a consistent negative relationship exists among all forms of w-f conflict and job-life satisfaction. This relationship was slightly less strong for family to work conflict. Although confidence intervals overlap, the relationship between job-life satisfaction and w-f conflict may be stronger for women than men. Future research should strive for greater consistency and construct development of measures, examination of how sample composition influences findings, and increased integration of human resources policy and role conflict perspectives, including whether a positive relationship between w-f policies and satisfaction is mediated by w-f conflict.

Work–family conflict, policies, and the job–life satisfaction relationship: A review and directions for organizational behavior–human resources research.

This paper uses both qualitative and quantitative methods to examine the relationship between work-family conflict and six work outcomes: performance, turnover, absenteeism, organizational commitment, job involvement, and burnout. Also reviewed are studies on the effects of employer (work-family) policies aimed at reducing such conflict. Policies to aid employees in managing work and family roles can be expensive, and studies show that they are often marginally effective. The review shows that relationships between work-family policies and organizational effectiveness is mixed and their connection to work-family conflict often under-examined. Work-family conflict is a critical link that may shed light on policy impacts. Suggestions on how future studies can build bridges between practitioners and academics and more clearly examine organizational effectiveness links are provided.

Bridging the work-family policy and productivity gap: A literature review

Executive Overview The globalization of the workplace has become a fact of life for a substantial segment of U.S. companies, bringing a dramatic expansion of the scope of workforce management and a whole host of new organizational challenges. Using data collected from interviews with international human resource managers in eight large companies, this paper identifies three practical challenges to managing the global workforce and four strategies for meeting those challenges. The three challenges are: deployment. knowledge and innovation dissemination, and talent identification and development. The four strategies are: aspatial careers, awareness-building assignments, SWAT teams, and virtual solutions. A diagnostic framework for each challenge is provided that indicates when to use which strategy and basic implementation points are presented.

Managing the global workforce: Challenges and strategies

This article examines existing models of the regulation of international labor standards in the context of international trade. The article first focuses on conceptual and theoretical notions of the international regulation of labor standards. Four existing models of international labor regulations are then examined: the legislative model, the trade sanctions model, the multilateral enforcement model, and the voluntary standards model. The theoretical issues raised and the characteristics of the four models are then used to develop a suggested structure for the international regulation of labor standards in a world of free trade.

Cynthia Ozeki

Papers

Work–family conflict, policies, and the job–life satisfaction relationship: A review and directions for organizational behavior–human resources research.

Bridging the work-family policy and productivity gap: A literature review

Managing the global workforce: Challenges and strategies

Models of International Labor Standards

Wellness Incentives: Lessons Learned about Organizational Change