Showing papers on "Core self-evaluations published in 1971"
IBM1
TL;DR: In this article, ratings of satisfaction and importance for the job content and context factors and overall job satisfaction were obtained from 200 engineers and 153 assemblers, and the conclusion is that both theories represent oversimplifications.
Abstract: Herzberg's theory was tested using Darley and Hagenah's rationale relative to occupational level. Ratings of satisfaction and importance for the job content and context factors and overall job satisfaction were obtained from 200 engineers and 153 assemblers. The proposed job factor dichotomy was not supported. However, satisfaction with the content factors made the greatest contribution to overall job satisfaction, regardless of occupational level. Conversely, ratings of job factor importance were a function of occupational level; content aspects were most important for engineers, and context for assemblers. Several demographic variables failed to influence the findings. The conclusion is that both theories represent oversimplifications. Recent job satisfaction research has been strongly influenced by the theory proposed by Herzberg, Mausner, and Snyderman (1959), which is based on a content-context job factor dichotomy. The main hypothesis states that favorable feelings toward content factors, like achievement, contribute primarily to overall job satisfaction, but do not generally contribute to job dissatisfaction per se. Hence, content factors act mainly as satisfiers. Conversely, positive feelings toward context aspects, like job security, contribute to neutralizing dissatisfaction, but do not generally contribute to job satisfaction per se. Thus, context factors act mainly as dissatisfiers . Moreover, these diverse and curvilinear relationships are asserted to hold regardless of occupational level. The results of research directed at the twofactor theory have been mixed. In essence,
85 citations
27 citations
TL;DR: A review of job satisfaction research is the 25th in a series as discussed by the authors, which surveys 113 studies reported in 1968-1969 relating job satisfaction to some 52 variables or sets of variables as correlates, predictors, or consequences.
20 citations
TL;DR: In this article, the authors examined the relationship between a set of personality variables and a variate consisting of job satisfaction and job performance, where satisfaction and performance were considered simultaneously as dependent variables even though previous research indicated they were unrelated.
Abstract: In attempting to trace the links between salesmen's personality attributes and their sales performance and job satisfaction, researchers typically select either of the latter two as the dependent variable and account for its variance with respect to one or more personality constructs [2, 3, 4, 7, 11, 12, 13]. For example, the difference between high and low sales producers in three industries (insurance, automobiles, and mutual funds) has been explained in terms of ego-drive and empathy [11]. The purpose of this study was the same, but the objective was to examine the relationship between a set of personality variables and a variate consisting of job satisfaction and job performance. The study was exploratory because, first, satisfaction and performance were considered simultaneously as dependent variables even though previous research indicated they were unrelated [2, 8, 18]. Second, the study attempted to apply personality variables derived from Ziller's theory of SelfOther Orientation [22, 23, 24].
18 citations
6 citations