Showing papers by "Timothy A. Judge published in 2008"

Job satisfaction: Subjective well-being at work.

Abstract: Work is central to most people's identities. When asked a general question, "What do you do"?, most people respond with their job title. Moreover, across many languages, a significant number of people's surnan1es are based on occupations (e.g., in English, just to name a few: abbot, archer, baker, barber, barker, brewer, carpenter, carter, clark, collier, cook, cooper, farmer, fisher, fowler, goldsmith, hooper, mason, miller, porter, roper, sawyer, smith, taylor, thatcher, turner, weaver, wright). Furthermore, more than half of the nonretired adult population spends most of its waking hours at work. Thus, no research on subjective well-being can be complete without considering subjective well-being at work. Beyond their centrality to identities, job attitudes are imponant to consider for other reasons. First, the most widely investigated job attitude-job satisfaction-may be the most extensively researched topic in the history of industrial/ organizational psychology Qudge & Church, 2000}. Second, in the organizational sciences, job satisfaction occupies a central role in many theories and models of individual attitudes and behaviors. Finally, as we note later, job satisfaction research has practical applications for the enhancement of individual lives as well as organizational effectiveness. In this chapter we provide a review of significant theoretical and empirical contributions to the job satisfaction literature, emphasizing several current con-

How the rich (and happy) get richer (and happier): relationship of core self-evaluations to trajectories in attaining work success.

Abstract: In this study, the authors linked core self-evaluations to job and work success. Utilizing a dynamic design from participants in the National Longitudinal Surveys of Youth (NLSY79), core self-evaluations were hypothesized to predict individuals' intercepts (starting levels of success), and their growth trajectories (slope of individuals' success over time) with respect to job satisfaction, pay, and occupational status. Results indicated that higher core self-evaluations were associated with both higher initial levels of work success and steeper work success trajectories. Education and health problems that interfere with work mediated a portion of the hypothesized relationships, suggesting that individuals with high core self-evaluations have more ascendant jobs and careers, in part, because they are more apt to pursue further education and maintain better health.

Emotional responses to work-family conflict: an examination of gender role orientation working men and women.

Abstract: The present study tested the effect of work-family conflict on emotions and the moderating effects of gender role orientation. On the basis of a multilevel design, the authors found that family-interfering-with- work was positively related to guilt, and gender role orientation interacted with both types of conflict (work-interfering-with-family and family-interfering-with-work) to predict guilt. Specifically, in general, traditional individuals experienced more guilt from family-interfering-with-work, and egalitarian individuals experienced more guilt from work-interfering-with-family. Additionally, a higher level interaction indicated that traditional men tended to experience a stronger relationship between family-interfering-with-work and guilt than did egalitarian men or women of either gender role orientation.

The Dispositional Sources of Job Satisfaction: A Comparative Test

Abstract: This study related three personality taxonomies—positive affectivity and nega-tive affectivity (PA and NA), the five-factor model (the “Big Five”), and core selfevaluations—to job satisfaction in an integrative test. In a longitudinal design with multi-source data, results indicated that the traits from all three taxonomies generally were significantly related to job satisfaction, even when the traits and job satisfaction were measured with independent sources. However, when all three typologies were examined concurrently, the core self-evaluations typology was the only typology that was significantly related to job satisfaction. The study extends research on the validation of these frameworks by assessing convergent and discriminant validity issues, and shows that core self-evaluations adds to our understanding of the dispositional source of job satisfaction. Cette etude a rapproche trois echelles de personnalite, l’echelle de l’affectivite positive et de l’affectivite negative (PA et Na), le modele de personnalite en 5 facteurs (le “Big Five”) et le coeur des auto-evaluations, de la satisfaction au travail dans un test integratif. Dans une conception longitudinale qui croise de multiples sources de donnees, les resultats indiquent que les traits provenant des trois echelles sont generalement relies significativement a la relation au travail, meme quand les traits et la satisfaction au travail sont mesures avec des sources independantes. Cependant, quand les trois typologies sont examinees en parallele, le coeur des auto-evaluations est la seule echelle reliee significativement a la satisfaction au travail. L’etude se prolonge par une recherche sur la validation de ces structures en evaluant la validite convergente et la validite discriminante, elle montre que le coeur des auto-evaluations nous permet de saisir l’origine dispositionnelle de la satisfaction au travail.

Is the gap more than gender? A longitudinal analysis of gender, gender role orientation, and earnings.

Abstract: This study investigated the relationships among gender, gender role orientation (i.e., attitudes toward the gendered separation of roles at work and at home), and earnings. A multilevel model was conceptualized in which gender role orientation and earnings were within-individual variables that fluctuate over time (although predictors of between-individual differences in gender role orientation were also considered). Results indicated that whereas traditional gender role orientation was positively related to earnings, gender significantly predicted the slope of this relationship: Traditional gender role orientation was strongly positively associated with earnings for men; it was slightly negatively associated with earnings for women. Occupational segregation partly explained these gender differences. Overall, the results suggest that although gender role attitudes are becoming less traditional for men and for women, traditional gender role orientation continues to exacerbate the gender wage gap.

Self-efficacy intervention, job attitudes, and turnover: A field experiment with employees in role transition

Abstract: Based on self-efficacy theory, this field experiment provides a test of the effectiveness of a non-fictitious self-efficacy intervention on bolstering professionals' job attitudes (i.e. job satisfaction, commitment, and intention to quit) and reducing turnover. Seventy-one newcomer and recent insider financial accounting auditors were randomly assigned to treatment and control conditions. Results showed that the self-efficacy intervention consisting of an interview and subsequent written communications from firm management augmented auditors' self-efficacy and raised the job attitudes of insiders, and reduced insiders' turnover five months later. Organizations and organizational research often focus on newcomers; however, the results of our experiment suggest that recent insiders may be a high-potential and yet underutilized target for job attitude and retention interventions.

Self‐Esteem and Extrinsic Career Success: Test of a Dynamic Model

Abstract: It has been proposed that one’s self-esteem is both a cause and a consequence of one’s extrinsic career success, but empirical research examining the direction of these effects is lacking. We tested a model which examines the relationships among self-esteem, education, occupational prestige, and income over a span of seven years during early careers. We use social identity theory to propose that self-esteem will be affected by extrinsic career success, and self-consistency theory to propose that extrinsic career success will be affected by self-esteem. Our results, based on a cross-lagged regression design, suggest that self-esteem increases occupational prestige ( β = .22), and income ( β = .22), but career outcomes did not alter self-esteem. Implications of these results for the study of self-esteem and careers are explored. Que l’estime de soi d’une personne soit a la fois une cause et une consequence de son succes externe en termes de carriere est etabli, mais les recherches empiriques examinant la direction de ces effets manquent. Nous testons un modele examinant les relations entre l’estime de soi, l’education, le prestige professionnel et le revenu sur une duree de 7 ans a partir du debut de carriere. Nous nous referons a la theorie de l’identite sociale pour montrer que l’estime de soi est affectee par un succes externe intervenant dans la carriere, et la theorie de consistance de soi pour montrer que ce succes externe est affecte par l’estime de soi. Nos resultats, bases sur une analyse de regression croisee, montrent que l’estime de soi accroit le prestige professionnel (b = .22) et les revenus (b = .22), mais les resultats relatifs a la carriere n’affectent pas l’estime de soi. Les implications de ces resultats pour l’etude de l’estime de soi et de la carriere sont explorees.

The Contributions of Personality to Organizational Behavior and Psychology: Findings, Criticisms, and Future Research Directions

Abstract: Skepticism regarding the importance of personality traits as predictors of organizational behavior criteria has given way to an appreciation of the broad array of work outcomes predicted by personality. This article considers the effects of the five-factor model (‘Big Five’) personality traits on the following work outcomes: (1) job performance; (2) work motivation; (3) job attitudes; (4) leadership; (5) power, politics, and influence; (6) stress, adaptability, and coping; (7) team effectiveness; (8) counterproductive/deviant workplace behaviors; (9) workplace accidents; and (10) conflict and negotiation. Two contemporary criticisms of personality research in organizational behavior – that the validities are small and that faking undermines the usefulness of personality inventories in employment contexts – are then evaluated. Finally, a brief agenda for future research is provided which highlights needed areas of advancement.

Does high quality leader–member exchange accentuate the effects of organizational justice?

Abstract: The current study examined interactions between leader – member exchange (LMX) and two dimensions of organizational justice—procedural and interpersonal. Results from a study of full-time employees (n = 283) in a diverse set of job types provide support for the notion that a high quality leader – member relationship (i.e., LMX) enhances the strength of the relationships between procedural and interpersonal justice and a variety of outcomes. Specifically, procedural and interpersonal justice perceptions were significantly associated with an employee's felt obligation to the organization, but only when that employee reported high quality relationships with their supervisors. Results of this study extend research that attempts to integrate the organizational justice and leadership literatures.