Showing papers on "Core self-evaluations published in 1974"
TL;DR: In this paper, the authors developed the argument that actual job duties are a significant determinant of job satisfaction, especially intrinsic satisfaction, and further argued that the degree of fit between job duties and interests in these job duties should be related to satisfaction.
22 citations
Book•
01 Jan 1974
9 citations
TL;DR: In this article, Korman's argument that self-esteem moderates the relationship between job satisfaction and perceived need-fulfilment and between the degree to which one's job meets with group approval was tested with 120 Coloured South African factory workers who were given the Porter needful-filment questionnaire, 2 measures of job satisfaction, and 3 measures of self- esteem, and for whom a measure of the extent to which their jobs were found desirable by others was available.
Abstract: Sttmmary.-Korman's (1970) argument that self-esteem moderates the relationships between job satisfaction and perceived need-fulfilment and between job satisfaction and the cxttnt to which one's job meets with group approval was tested with 120 Coloured South African factory workers who were given the Porter need-fulfilment questionnaire, 2 measures of job satisfaction, and 3 measures of self-esteem, and for whom a measure of the extent to which their jobs were found desirable by others was available. The correlacions between job satisfaction and need-fulfilment and between job satisfaction and group approval did not differ significantly between Ss who obtained high and low scores on each of the self-esteem measures. The negative resu!ts are explained in terms of weaknesses in the balance and dissonance models Iron1 which Korman's argument is derived. According to a recent textbook (Korman, 197 1 ) there has been a gradual converging upon two major hypotheses of job satisfaction. The first is the needfulfilment view (Kuhlen, 1963; Vroom, 1964) which regards job satisfaction as a function mainly of the degree to which an individual's personal needs are met in the job situation. In terms of this interpretation job satisfaction is given by the sum of the products of the importance the individual attaches to his major needs and the extent to which the job fulfils them. The second is the reference group view (Form & Geshwender, 1962; Hulin, 1966) which regards job satisfaction as a function mainly of the degree to which the individual's job situation meets the approval of the group co which he looks for guidance (reference group). In terms of this position, job satisfaction is given by the inverse of the discrepancy between the individual's reference group's norms and his job situation. While both hypotheses are useful and have contributed to our understanding of job satisfaction, they are incomplete in themselves. For instance, as regards need-fulfilment hypothesis it has been shown that individuals often 'explain away' lack of fulfilment in cheir jobs so that it does not produce feelings of dissatisfaction (Schletzer, 1966; Korman, 1967). As regards reference-group hypothesis, ic has been shown that some individuals are pretty independent of their reference group, whose norms as a result do not have much influence on their feelings of job satisfaction (Katz, 1960; Cohen, 1964). What is clearly needed is a more general model which will integrate these two views and specify the conditions under which each will operate. One such integrating attempt has been proposed by Korman ( 1970). Although this explanation has been found to hold up in an experimental study,
9 citations
TL;DR: In this paper, a hierarchical clustering method was used to subgroup a sample of 570 managers on their need profiles, and the need type was tested as a moderator of the relationship between specific dimensions of job satisfaction and overall job satisfaction.
4 citations