Showing papers on "Core self-evaluations published in 1998"

Dispositional effects on job and life satisfaction: the role of core evaluations.

Abstract: Past research has suggested that dispositional sources of job satisfaction can be traced to measures of affective temperament. The present research focused on another concept, core self-evaluations, which were hypothesized to comprise self-esteem, generalized self-efficacy, locus of control, and nonneuroticism. A model hypothesized that core self-evaluations would have direct effects on job and life satisfaction. It also was hypothesized that core self-evaluations would have indirect effects on job satisfaction. Data were collected from 3 independent samples in 2 countries, using dual source methodology. Results indicated that core self-evaluations had direct and indirect effects on job and life satisfaction. The statistical and logical relationship among core evaluations, affective disposition, and satisfaction was explored.

The Power of Being Positive: The Relation Between Positive Self-Concept and job Performance

Abstract: Most managers would probably agree that positivity is something they value in employees, yet selection research has virtually ignored the relation between employee positivity and job performance. This article suggests that a broad personality trait, labeled positive self-concept or core self-evaluations, is a potentially important personality trait in the prediction of job performance. Positive self-concept consists of four specific traits previously studied in isolation: self-esteem, generalized self-ef- ficacy, locus of control, and (low) neuroticism or emotional stability. Data analyzed from 12 samples revealed that these specific traits are strongly correlated and comprise a common factor. Drawing from four motivation theories, we argue that the principal reason positive self-concept is linked to job performance is because positive employees are more motivated to perform theirjobs. We also argue that, in some jobs, positive self-concept may be an ability factor. Finally, we discuss various implemen- t...

Personality and job performance: the importance of narrow traits

Abstract: In a recent discussion of the bandwidth–fidelity dilemma in personality measurement for personnel selection, Ones and Viswesvaran (1996) concluded that ‘broader and richer personality traits will have higher predictive validity than narrower traits’. In this paper, the arguments made by Ones and Viswesvaran in favor of the exclusive use of broad personality dimensions are discussed. New data are presented that contradict Ones and Viswesvaran's claim of the existence of a general, integrity-related personality factor, and that show two narrow measures—the Responsibility and Risk Taking scales of the Jackson Personality Inventory—to have higher validities than the Big Five dimensions with respect to job performance criteria based on self-reported workplace delinquency in a sample of 127 entry-level employees. © 1998 John Wiley & Sons, Ltd.

Personality characteristics of job applicants and success in screening interviews

Abstract: Although there is substantial evidence that personality constructs are valid predictors of job performance, there is less systematic evidence of how personality characteristics relate to success in the interviewing process. Measures of the Big Five personality markers were obtained from a sample of graduating college seniors (n= 83) who were engaged in a job search. At a later time these students reported the strategies used in the job search and success in generating follow-up interviews and job offers. Extraversion, Openness to Experience, and Conscientiousness were positively related to the use of social sources (e.g., talking to others) to prepare for interviews. Conscientiousness was positively related to the use of non-social preparation. Use of social sources for preparation for initial interviews was positively related to the likelihood of receiving follow-up interviews and job offers. The results suggest that personality is related to interviewee's success in part through actions taken well before the interviewing process begins and in part through the interviewers' inferences of the applicants' personality during the interview.

Positive affectivity and negative outcomes: The role of tenure and job satisfaction.

Abstract: In this study, the authors proposed and tested a 3-way interaction among positive affectivity (PA), job satisfaction, and tenure in predicting negative employee outcomes. Specifically, the authors predicted that the relationship between job satisfaction and negative outcomes would be stronger for high PAs and that this relationship would be more pronounced for longer tenured employees. Results support this 3-way interaction in predicting job search behavior, physical health complaints, and counterproductive employee behavior. In particular, the relationship between job satisfaction and negative outcomes was most strongly negative for high-PA individuals with longer tenure. The authors discuss the implications of these results and some directions for future research.

A longitudinal study of the job perception–job satisfaction relationship: A test of the three alternative specifications

Abstract: Although past job design research has demonstrated that job perception and job satisfaction are related, there is considerable debate on the causal direction of this relationship. Three alternative specifications of the causal direction can be deduced from three different theories: (1) job perception is the cause (deduced from the job characteristics model); (2) job satisfaction is the cause (deduced from social information-processing theory); and (3) the two constructs are reciprocally related (deduced from cognitive social learning theory). Past studies have not provided a comparative test of these three alternative specifications. Thus, the causal relationship between these two constructs remains nebulous. A longitudinal design was employed to examine the relationship between job perception and the different components of job satisfaction (i.e. overall, intrinsic and extrinsic) with data collected over a two-year time span. Structural equation modelling was conducted to investigate the cross-lagged relationships between job perception and job satisfaction. Results indicated that job perception was reciprocally related to overall and intrinsic job satisfaction. Implications for job design research and practices are discussed.

Personality and Work Behaviour

Abstract: Interest in the role of personality in organizational behaviour has increased over recent years. To a large extent this is due to the emergence of the “Big Five” as a valid and reasonably generalizable taxonomy for personality structure. As far as individual work performance is concerned, several meta-analytic studies have explored the criterion-related validity of personality and shown that personality variables are associated with overall job proficiency. These developments are evaluated in the light of a broader theoretical framework and recent empirical results. Overall job proficiency is divided into two components: task performance and contextual performance. Studies on individual and group performance, and leader effectiveness, are presented to show that personality factors are more closely related to contextual performance. Research linking personality with job and work attitudes (e.g. job satisfaction) is also reviewed. The achievements and limitations of research so far are highlighted and sugge...

The Age and Job Satisfaction Relationship: Does its Shape and Strength Still Evade Us?

Abstract: Many investigations have examined the relationship between age and job satisfaction. However, various types of relationships have been reported across studies: positive linear, negative linear, U-shaped, inverted U-shaped or inverted J-shaped, or no significant relations. Such conflicting results have left the true nature of the relationship unresolved. The present study used a large national probability sample of workers (N = 1,095) to investigate the shape and strength of the age--job satisfaction relationship. Results indicated a significant but weak positive linear age--job satisfaction relationship. That is, age failed to explain a substantial proportion of linear variance in our job satisfaction measure. This indicates that age, as a chronological variable, is not a viable predictor of job satisfaction. Future research attempting to explain age differences in job satisfaction should instead focus its attention on other more pertinent psychological variables associated with the underlying aging process.

An examination of the effects of personality and job satisfaction on multiple non-workrole organizational behaviors.

Abstract: iv CHAPTER I: INTRODUCTION I CHAPTER 2: LITERATURE REVIEW OF ATTITUDES AND BEHAVIORS AT WORK 4 CHAPTER 3: LITERATURE REVIEW OF PERSONALITY AND BEHAVIORS AT WORK 24 CHAPTER 4: METHOD 54 CHAPTERS: RESULTS 70 CHAPTER 6: DISCUSSION 91 REFERENCES CITED 134

[Job satisfaction of sales people: a covariance structure analysis of the motivational process].

Abstract: The purpose of this study was to investigate the relationship among job satisfaction, job involvement, and work motivation. Two hundred thirty-nine sales people completed a questionnaire of job satisfaction (pay, interpersonal relationship, work environment, and job content), job involvement, and work motivation. The data were analyzed with covariance structure analysis, and the model, which was constructed beforehand, fitted well with relatively high GFI and AGFI. Results of the analysis showed that job satisfaction, in terms of pay and interpersonal relationship, influenced job content satisfaction, which in turn indirectly influenced work motivation, mediated through job involvement. In addition, the data indicated that satisfaction with customer relationship was strongly related to job content satisfaction in the sample of sales people.

Inter-ethnic coexistence in Israeli plants: the job experiences and attitudes of Arab and Jewish workers

Abstract: Through personal interviews, we examine the job experiences and attitudes of Arab and Jewish workers sharing the same work site in five manufacturing facilities. We find that Arabs and Jews differ in terms of demographic, job status, and job treatment factors, as well as in levels of job satisfaction. Using hierarchical multiple regression analyses, we determine that average Arab-Jewish differences in job satisfaction are not related to generic racial/ethnic differences. Rather, group disparities in job satisfaction primarily derive from differences in worker perceptions of their environment as well as in the nature of inter-ethnic work relations. Our results suggest employer efforts to establish a more supportive work environment and the promotion of positive cross-ethnic relationships at work may reduce the Arab-Jewish job satisfaction gap.