Showing papers by "Timothy A. Judge published in 2001"

The job satisfaction-job performance relationship: a qualitative and quantitative review.

Abstract: A qualitative and quantitative review of the relationship between job satisfaction and job performance is provided. The qualitative review is organized around 7 models that characterize past research on the relationship between job satisfaction and job performance. Although some models have received more support than have others, research has not provided conclusive confirmation or disconfirmation of any model, partly because of a lack of assimilation and integration in the literature. Research devoted to testing these models waned following 2 meta-analyses of the job satisfaction-job performance relationship. Because of limitations in these prior analyses and the misinterpretation of their findings, a new meta-analysis was conducted on 312 samples with a combined N of 54,417. The mean true correlation between overall job satisfaction and job performance was estimated to be .30. In light of these results and the qualitative review, an agenda for future research on the satisfaction-performance relationship is provided.

Relationship of core self-evaluations traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability--with job satisfaction and job performance: a meta-analysis.

Abstract: Recently, Judge, Locke, and Durham (1997) proposed a higher order construct they termed core self-evaluations or, more simply, positive self-concept. According to Judge et al. (1997), this construct is a broad dispositional trait that is indicated by four more specific traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism). The core selfevaluations construct was originally proposed as a potential explanatory variable in the dispositional source of job satisfaction. Subsequently, Judge and colleagues also have argued that the construct should be related to work motivation and, ultimately, to job performance (Judge, Erez, & Bono, 1998). Investigations of a link between core self-evaluations and job performance, however, are lacking. Despite a lack of studies linking the core self-evaluations factor to job satisfaction and, especially, to job performance, three of the core traits (self-esteem, locus of control, and emotional stability) appear to be the most widely studied personality traits in personality and applied psychology.1 Yet, with the exception of emotional stability and job performance, we have found no metaanalyses of the relationship between any of these traits with either job satisfaction or job performance.2 Thus, the purpose of the present study is to provide a quantitative review of the literature that examines the relationship of the four core self-evaluation traits with job satisfaction and job performance. This study determines whether general relationships exist and, if so, what the magnitudes of these relationships are. In the next section, we provide a brief review of the four traits and discuss the possible relationship of these traits with both job satisfaction and job performance.

Personality and Performance at the Beginning of the New Millennium: What Do We Know and Where Do We Go Next?

Abstract: As we begin the new millennium, it is an appropriate time to examine what we have learned about personality-performance relationships over the past century and to embark on new directions for research. In this study we quantitatively summarize the results of 15 prior meta-analytic studies that have investigated the relationship between the Five Factor Model (FFM) personality traits and job performance. Results support the previous findings that conscientiousness is a valid predictor across performance measures in all occupations studied. Emotional stability was also found to be a generalizable predictor when overall work performance was the criterion, but its relationship to specific performance criteria and occupations was less consistent than was conscientiousness. Though the other three Big Five traits (extraversion, openness and agreeableness) did not predict overall work performance, they did predict success in specific occupations or relate to specific criteria. The studies upon which these results are based comprise most of the research that has been conducted on this topic in the past century. Consequently, we call for a moratorium on meta-analytic studies of the type reviewed in our study and recommend that researchers embark on a new research agenda designed to further our understanding of personalityperformance linkages.

Relationship of core self-evaluations to goal setting, motivation, and performance.

Abstract: A newly developed personality taxonomy suggests that self-esteem, locus of control, generalized self-efficacy, and neuroticism form a broad personality trait termed core self-evaluations. The authors hypothesized that this broad trait is related to motivation and performance. To test this hypothesis, 3 studies were conducted. Study 1 showed that the 4 dispositions loaded on 1 higher order factor. Study 2 demonstrated that the higher order trait was related to task motivation and performance in a laboratory setting. Study 3 showed that the core trait was related to task activity, productivity as measured by sales volume, and the rated performance of insurance agents. Results also revealed that the core self-evaluations trait was related to goal-setting behavior. In addition, when the 4 core traits were investigated as 1 nomological network, they proved to be more consistent predictors of job behaviors than when used in isolation.

Personality and cognitive ability as predictors of job search among employed managers

Abstract: Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed.

RESEARCH REPORTS Relationship of Core Self-Evaluations to Goal Setting, Motivation, and Performance

Abstract: A newly developed personality taxonomy suggests that self-esteem, locus of control, generalized self-efficacy, and neuroticism form a broad personality trait termed core self-evaluations. The authors hypothesized that this broad trait is related to motivation and performance. To test this hypothesis, 3 studies were conducted. Study 1 showed that the 4 dispositions loaded on 1 higher order factor. Study 2 demonstrated that the higher order trait was related to task motivation and performance in a laboratory setting. Study 3 showed that the core trait was related to task activity, productivity as measured by sales volume, and the rated performance of insurance agents. Results also revealed that the core selfevaluations trait was related to goal-setting behavior. In addition, when the 4 core traits were investigated as 1 nomological network, they proved to be more consistent predictors of job behaviors than when used in isolation.