Showing papers on "Core self-evaluations published in 1987"
TL;DR: In this article, the authors examined the impact of job complexity on job satisfaction and found that changes in situational factors such as job complexity are important predictors of job satisfaction, consistent with Hackman and Oldham's (1975, 1976) job design model.
Abstract: According to recent research, stable dispositional factors may result in considerable consistency in attitudes such as job satisfaction across time and situations. If true, this finding may have important implications. For example, Staw and Ross (1985) argued that "many situational changes such as job redesign . . . may not affect individuals as intended." Such personnel programs "may be prone to failure because they must contend with attitudinal consistency" (p. 478). The present article has two purposes. Fiist, methodological and conceptual problems with the Staw and Ross assessment of the impact of situational and dispositional factors on job satisfaction are discussed. Second, given Staw and Ross's focus on job redesign, this article examines the impact on job satisfaction of changes in two very different measures of job complexity. Findings indicate that changes in situational factors such as job complexity are important predictors of job satisfaction, consistent with Hackman and Oldham's (1975, 1976) job design model. In contrast, measurement problems preclude accurate assessment of the predictive power of dispositional factors. Contrary to the concern raised by Staw and Ross (1985) and Staw, Bell, and Clausen (1986), it does not appear likely that the success of personnel programs will be significantly constrained by the influence of attitudinal consistency. Locke (1969) denned job satisfaction as "a function of the perceived relationship between what one wants from one's job and what one perceives it as offering". Presumably, this definition points to the importance of both dispositional and situational factors as determinants of job satisfaction. In practice, however, Mitchell (1979) suggested that personality variables have received relatively little attention in empirical research on
268 citations
TL;DR: In this paper, the authors explored differences in job satisfaction between genders using data from the National Opinion Research Center (NORC) General Social Surveys, 1974-1982, and found that the difference in satisfaction with a job correlated with gender.
Abstract: Sex differences in job satisfaction are explored utilizing data from the National Opinion Research Center (NORC) General Social Surveys, 1974–1982. Theoretically, differences in job satisfaction ar...
120 citations
TL;DR: In this article, the relationship between measures of job-related strains and well-being is discussed, and some methodological suggestions for future research in the job stress area are offered, namely those conditions related to the economic instrumentality of work.
Abstract: Job stress researchers are urged to examine job conditions which threaten workers' experienced quality of life. The relationship between measures of job-related strains and well-being is discussed. Past theorizing and research suggests that it is not safe to assume that job conditions which have an adverse impact on affective reactions to the job (a frequently used indicator of job strain) will also have a negative impact on overall subjective well-being. One set of job conditions which may be particularly relevant for well-being is identified and discussed, namely those conditions related to the economic instrumentality of work. Finally, some methodological suggestions for future research in the job stress area are offered.
100 citations
TL;DR: Personnel selection tasks were staged in two experiments where job applicants described themselves in simulated employment interviews and the perceived competence of the job applicant was varied (high, neutral, low) in conjunction with the applicants' personality attributes (characteristic of job incumbents or not characteristic).
47 citations
TL;DR: In this paper, the authors examined the relationship of self-esteem, role stress, and job satisfaction among sales and advertising managers and found that role stress is inversely related to job satisfaction for both groups.
39 citations
TL;DR: The authors explored the relationship between economic sector and job satisfaction and found that workers in the peripheral (or local and regional) sector have significantly higher levels of job satisfaction than those in the core sector.
Abstract: In this article the relationship between economic sector and job satisfaction is explored. Given the absence of previous research, a framework relying on job satisfaction, dual labor market, and economic-segmentation literature is used to create two alternative hypotheses. If the externally defined objective characteristics of jobs are the critical factor in producing job satisfaction, then the “better” jobs in the core sector will result in job satisfaction differences favoring workers in the core. If individual needs and characteristics and the “fit” between these and job rewards are the critical factors in producing job satisfaction, then the workers in the core do not necessarily have an advantage; in fact the reverse may be true. These two hypotheses are tested using data from the 1973 Quality of Employment survey and two alternate measures of economic sector. Findings support the second hypothesis in that workers in the peripheral (or local and regional) sector have significantly higher levels of re...
23 citations
TL;DR: In this article, the authors discuss the employment interview as a method of studying the personality characteristics of job applicants and conclude that judgments of job candidates in the employment interviews can accurately reflect the degree of congruence (a) between the applicant's personality and that of the typical job incumbent and (b) between applicant characteristics and job characteristics.
20 citations
TL;DR: In this article, the authors conducted two surveys of personnel executives to demonstrate the relationships between their job activities and job satisfaction and their vocational interests and personalities, and found that job activities were correlated with job satisfaction.
Abstract: The Conducted two surveys of personnel executives to demonstrate the relationships between their job activities and job satisfaction and their vocational interests and personalities.
12 citations