During the past 30 years, meta-analysis has been an indispensable tool for revealing the hidden meaning of our research literatures. The four articles in this special section on meta-analysis illus...

Meta-Analysis: A Constantly Evolving Research Integration Tool

Based on 7,939 business units in 36 companies, this study used meta-analysis to examine the relationship at the business-unit level between employee satisfaction-engagement and the business-unit outcomes of customer satisfaction, productivity, profit, employee turnover, and accidents. Generalizable relationships large enough to have substantial practical value were found between unit-level employee satisfaction-engagement and these business-unit outcomes. One implication is that changes in management practices that increase employee satisfaction may increase business-unit outcomes, including profit.

https://img2.custompublish.com/getfile.php/153759.472/harter,%20schmidt

Business-unit-level relationship between employee satisfaction, employee engagement, and business outcomes: a meta-analysis.

This study examined the independent and joint contributions of employees' creativity-relevant personal characteristics and three characteristics of the organizational context—job complexity, suppor...

https://www.jstor.org/stable/pdf/256657.pdf

Employee Creativity: Personal and Contextual Factors at Work

This article conceptualizes the emotional labor construct in terms of four dimensions: frequency of appropriate emotional display, attentiveness to required display rules, variety of emotions to be displayed, and emotional dissonance generated by having to express organizationally desired emotions not genuinely felt. Through this framework, the article then presents a series of propositions about the organizational-, job-, and individual-level characteristics that are antecedents of each of these four dimensions. Frequency of emotional display, attentiveness to display rules, variety of emotions to be displayed, and emotional dissonance are hypothesized to lead to greater emotional exhaustion, but only emotional dissonance is hypothesized to lead to lower job satisfaction. Implications for future theory development and empirical research on emotional labor are discussed as well.

The Dimensions, Antecedents, and Consequences of Emotional Labor

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

/pdf/five-factor-model-of-personality-and-job-satisfaction-a-meta-4yls95mf8r.pdf

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

Monozygotic twins reared apart from an early age were used to test the hypothesis that there is a significant genetic component to job satisfaction. Thirty-four monozygotic twin pairs who had been reared apart completed the Minnesota Job Satisfaction Questionnaire as part of a comprehensive work-history assessment. Three subscales were formed from the job satisfaction items to reflect intrinsic, extrinsic, and general satisfaction with the current (or major) job. Intraclass correlations were computed to estimate the proportion of observed variability resulting from genetic factors for all job satisfaction items and for the three subscales. Resulting values indicated that approximately 30% of the observed variance in general job satisfaction was due to genetic factors. Additional analysis indicated that these results obtained even when job characteristics such as complexity, motor skill requirements, and the physical demands were held constant via partialing methods. Finally, the data indicated significant heritabilities for several of these job characteristics, which is consistent with the hypothesis of a genetic disposition to seek and remain in similar environments (jobs). Implications of these findings for theories of job satisfaction, selection, and job enrichment are discussed.

Lauren M. Abraham

Papers

Job Satisfaction: Environmental and Genetic Components

Reliability artifacts in comparable worth procedures.