Showing papers on "Core self-evaluations published in 1989"

Job Satisfaction: Environmental and Genetic Components

Abstract: Monozygotic twins reared apart from an early age were used to test the hypothesis that there is a significant genetic component to job satisfaction. Thirty-four monozygotic twin pairs who had been reared apart completed the Minnesota Job Satisfaction Questionnaire as part of a comprehensive work-history assessment. Three subscales were formed from the job satisfaction items to reflect intrinsic, extrinsic, and general satisfaction with the current (or major) job. Intraclass correlations were computed to estimate the proportion of observed variability resulting from genetic factors for all job satisfaction items and for the three subscales. Resulting values indicated that approximately 30% of the observed variance in general job satisfaction was due to genetic factors. Additional analysis indicated that these results obtained even when job characteristics such as complexity, motor skill requirements, and the physical demands were held constant via partialing methods. Finally, the data indicated significant heritabilities for several of these job characteristics, which is consistent with the hypothesis of a genetic disposition to seek and remain in similar environments (jobs). Implications of these findings for theories of job satisfaction, selection, and job enrichment are discussed.

Personality and job performance: Evidence of incremental validity.

Abstract: It is suggested that personality variables are significant predictors of job performance when carefully matched with the appropriate occupation and organization. The present study investigates the relationship between specific personality variables and job performance in a sample (N= 43) of accountants. The results indicate that even with the effects of cognitive ability taken into account, three personality scales (orientation towards work; degree of ascendancy; and degree and quality of interpersonal orientation) are significantly related to important aspects of job performance. It is suggested that the overall validity of selection strategies might be improved with the addition of measures of relevant personality dimensions when appropriately matched to an occupation and organization.

Gender differences in job satisfaction

Abstract: This article analyzes gender differences in job satisfaction among full-time workers Why do women report equal or greater job satisfaction than men in spite of objectively inferior jobs? Analysis

Job Attitude Organization: An Exploratory Study1

Abstract: An exploratory study was conducted to examine the organization of three often used measures of job satisfaction. Employing a convenient sample of 144 workers, who also were enrolled in evening graduate school courses, relationships between these job satisfaction measures and affective (positive and negative) and cognitive attitudinal components were assessed. The job satisfaction measures were found to vary considerably in terms of their affective and cognitive content. These results were discussed in terms of their relevance to the study of job attitudes.

Locus of Control and Social Support: Clarifiers of the Relationship Between Job Stress and Job Satisfaction

Abstract: The present study examined the role of social support and locus of control as determinants of job satisfaction and as moderators of the job stress—job satisfaction relationship. Support from a variety of sources focusing on problems at work was found to be stress buffering for internals whereas supervisory support was directly related to job satisfaction for externals. Type of support (integration) was associated with job satisfaction depending on perceptions of locus of control. In addition, different dimensions of locus of control (internal, external-chance, external-powerful others) had differing effects on job satisfaction independent of levels of social support. It is concluded that the buffering effect of social support may be applicable to job stress only when that support is content specific (issues at work) and individuals receiving such support believe they can impact their outcomes (internals on locus of control). The implication of these findings are discussed in terms of practical application in work organizations.

Education and Job Satisfaction: The Influences of Gender, Wage-Earning Status, and Job Values

Abstract: The match between workers' expected and actual job conditions has long been recognized as one determinate of job satisfaction. Research has suggested that education is an important variable in cond...

The comprehensiveness of the job characteristics model

Abstract: Whilst the Hackman and Oldham job characteristics model (JCM) continues to attract research attention, including questions about its factorial structure, very few have questioned its comprehensiveness. The model postulates five job dimensions, but it is questioned whether these are necessary and sufficient for the development of the outcomes which the model predicts. This study investigates the effect of including a sixth dimension, a measure of person-task match called self-expression. Data from two surveys of public sector employees (n = 170 and n = 160) were used to test the hypotheses that self-expression will make a unique contribution to the variance explained in both job satisfaction and job involvement beyond that explained by the five job characteristics of task identity, task significance, autonomy, skill variety, and feedback and that self-expression will be a stronger influence on job involvement than it will be on job satisfaction. The hypotheses were partly supported, with self-expr...