Showing papers on "Core self-evaluations published in 2000"
TL;DR: A meta-analytic estimate of the criterion-related validity of explicit Big 5 measures for predicting job performance and contextual performance is provided and suggestions for future research aimed at enhancing the validity of personality predictors are provided.
Abstract: Prior meta-analyses investigating the relation between the Big 5 personality dimensions and job performance have all contained a threat to construct validity, in that much of the data included within these analyses was not derived from actual Big 5 measures. In addition, these reviews did not address the relations between the Big 5 and contextual performance. Therefore, the present study sought to provide a meta-analytic estimate of the criterion-related validity of explicit Big 5 measures for predicting job performance and contextual performance. The results for job performance closely paralleled 2 of the previous meta-analyses, whereas analyses with contextual performance showed more complex relations among the Big 5 and performance. A more critical interpretation of the Big 5-performance relationship is presented, and suggestions for future research aimed at enhancing the validity of personality predictors are provided.
1,631 citations
TL;DR: Results from Study 2 revealed that core self-evaluations measured in childhood and in early adulthood were linked to job satisfaction measured in middle adulthood, and in Study 2 job complexity mediated part of the relationship between both assessments of coreSelf-evaluation and job satisfaction.
Abstract: This study tested a model of the relationship between core self-evaluations, intrinsic job characteristics, and job satisfaction. Core self-evaluations was assumed to be a broad personality concept manifested in 4 specific traits: self-esteem, generalized self-efficacy, locus of control, and low neuroticism. The model hypothesized that both subjective (perceived) job characteristics and job complexity mediate the relationship between core self-evaluations and job satisfaction. Two studies were conducted to test the model. Results from Study 1 supported the hypothesized model but also suggested that alternative models fit the data well. Results from Study 2 revealed that core self-evaluations measured in childhood and in early adulthood were linked to job satisfaction measured in middle adulthood. Furthermore, in Study 2 job complexity mediated part of the relationship between both assessments of core self-evaluations and job satisfaction.
1,012 citations
TL;DR: In this article, the authors explored several hypothesized relationships between real time affect while working and standard measures of job satisfaction, and concluded that affect is a missing piece of overall job attitude, as well as a phenomenon worthy of investigation in its own right.
Abstract: Job satisfaction is often described as an affective response to one's job, but is usually measured largely as a cognitive evaluation of job features. This paper explores several hypothesized relationships between real time affect while working and standard measures of job satisfaction. Experience sampling methodology was used to obtain up to 50 reports of immediate mood and emotions from 121 employed persons over a two week period. As expected, real time affect is related to overall satisfaction but is not identical to satisfaction. Moment to moment affect is more strongly related to a faces measure of satisfaction than to more verbal measures of satisfaction. Positive and negative emotions both make unique contributions to predicting overall satisfaction, and affect accounts for variance in overall satisfaction above and beyond facet satisfactions. Frequency of net positive emotion is a stronger predictor of overall satisfaction than is intensity of positive emotion. It is concluded that affect while working is a missing piece of overall job attitude, as well as a phenomenon worthy of investigation in its own right. Implications for further research and for improving the conceptualization and measurement of job satisfaction are discussed. Copyright © 2000 John Wiley & Sons, Ltd.
633 citations
TL;DR: Self- and partner-ratings of the target's personality yielded very similar results and negative and positive affectivity were consistent predictors of satisfaction in both samples, whereas extraversion consistently correlated with satisfaction in the married couples.
Abstract: Self- and partner-ratings on trait affect and the Big Five were obtained from 74 married and 136 dating couples. The relationship satisfaction of each person (the "target") was correlated with four sets of ratings: (a) target's self-rated personality, (b) target's partner-rated personality, (c) partner's self-rated personality, and (d) partner's target-rated personality. Self- and partner-ratings of the target's personality yielded very similar results. Negative and positive affectivity were consistent predictors of satisfaction in both samples. Conscientiousness and agreeableness were reliably related to satisfaction in the dating couples, whereas extraversion consistently correlated with satisfaction in the married couples. These traits jointly predicted as much as 34% (self-ratings) and 26% (partner-ratings) of the variance in satisfaction. In contrast, the partner's personality played a lesser role in satisfaction.
318 citations
TL;DR: In this article, the congruence of indi vidual needs (growth need strength) and job characteristics (job scope) exists for high levels of job performance and job satisfaction.
Abstract: High levels of job performance and job satisfaction occur when congruence of indi vidual needs (growth need strength) and job characteristics (job scope) exists. Downward communication received som...
150 citations
TL;DR: In this paper, the authors evaluated variation at individual and work unit levels in the relations of job control, hostility, and trait anxiety to mental health and job satisfaction in 152 hospital wards.
Abstract: This study evaluated variation at the individual and work unit levels in the relations of job control, hostility, and trait anxiety to mental health and job satisfaction. Questionnaire data from a sample of 2,900 employees working at 152 hospital wards were analyzed by means of multilevel regression analyses. Results showed that mental health (General Health Questionnaire-12), varying mainly at the individual level, was explained mostly by hostility and trait anxiety. Job satisfaction varied significantly at the individual and the ward level. Job control accounted for most of this multilevel variation. Thus, this study demonstrated the significance of individual characteristics and organizational effects in explaining the mental health and job satisfaction of employees.
93 citations
TL;DR: In this paper, the authors examined one possible explanation for the lack of stability found to date in the relationship between Openness to Experience, a second-order Big Five personality factor, and job performance, and found that openness predicted unique variance in job performance for these employees above and beyond both cognitive aptitude, and the other four personality dimensions of the Big Five.
Abstract: The current study examined one possible explanation for the lack of stability found to date in the relationship between Openness to Experience, a second-order Big Five personality factor, and job performance. An organizational setting and geographic locale were chosen, a priori, to reflect a condition that would increase the potential for openness to serve as an advantageous personality disposition for job performance. Consequently, we studied job performance and openness among inhabitants of the southeast employed in U.S.-based Japanese manufacturing companies. A step-wise hierarchical regression analysis revealed that openness predicted unique variance in job performance for these employees above and beyond both cognitive aptitude, and the other four personality dimensions of the Big Five. Explanations for the finding and its implications on the study of personality-job performance linkages are discussed.
85 citations
TL;DR: In this article, the authors present the results obtained from a subsample of Arab participants in a national study of Israeli social workers, focusing on the correlations between several career outcomes and organizational conditions such as role characteristics, work conditions, job mastery, and power.
Abstract: Over the past three decades, the topics of job satisfaction and burnout have become a major focus of interest in research and professional training in the field of social work. However, there is a serious lack of studies focusing on these issues in the context of Arab social workers in Israel. This paper presents the results obtained from a subsample of Arab participants in a national study of Israeli social workers. It focuses on the correlations between several career outcomes and organizational conditions such as role characteristics, work conditions, job mastery, and power. Challenge at work and job mastery were found to be the most significant and consistent predictors of the outcome results. The implications of the results are also discussed.
37 citations
Journal Article•
TL;DR: This paper found a moderate positive relationship between life satisfaction and job satisfaction and the desire to find a comparable job in another library, while a moderate negative relationship was found between the two factors.
Abstract: Job satisfaction at the reference desk is an important consideration. It not only affects quality of life and the overall level of life satisfaction experienced by the reference staff; it also affects reference work. Satisfied employees maintain attitudes and engage in activities conducive to reference service effectiveness. Life satisfaction and job satisfaction are related in a reciprocal manner, with life satisfaction having the stronger effect. The present study found a moderate positive relationship between life satisfaction and job satisfaction. A moderate negative relationship was found between life satisfaction and the desire to find a comparable job in another library. Practical implications for library directors, educators in the field of library and information science, and librarians are discussed. During the course of a comprehensive job satisfaction study, a reference librarian in a large public library system made the following comment: "Librarians are expected to do their work (special assignments, reports, collection development) while sitting at the reference desk. It means constant interruptions and leads to a sense that I have no control over how much work I am going to get done."[1] Unfortunately, similar situations occur in other libraries as well, creating stress and dissatisfaction among reference staff. It is essential to understand the extent to which unpleasant working conditions and other sources of job dissatisfaction influence reference service effectiveness. An even more comprehensive concern is quality of life. What are the effects on the life satisfaction of a reference professional who experiences job dissatisfaction on a regular basis? Job satisfaction does affect an individual's life satisfaction, and the reverse is also true. Life Satisfaction Research Although the popular belief that satisfied employees are more productive has not been borne out in research, life and job satisfaction both have the potential to impact reference service effectiveness and, therefore, merit study and understanding.[2] Life satisfaction is a concept that has come under study only recently--over the past several decades--by psychologists and other researchers interested in organizational behavior. Defined as "a conscious cognitive judgment of one's life," life satisfaction is one component of subjective or global well-being.[3] Life satisfaction is evaluated by allowing an individual to use personal and subjective criteria in the judgment process. Life satisfaction, as one indicator of psychological or emotional wellness, is a valid area of study.[4] When considering reference service provision, however, it is even more important to examine life satisfaction in relation to job satisfaction and other work-related variables. While it has not yet been determined whether life satisfaction leads to job satisfaction, or the reverse, research indicates the two are related, with life satisfaction having a stronger effect on job satisfaction than the reverse.[5] Understanding job satisfaction at the reference desk is crucial; it can, under certain "complex" conditions, influence productivity.[6] Also, from a humanitarian perspective, employees should be well treated, which should affect how they feel about their jobs. A more utilitarian view is that satisfied employees will engage in activities that affect organizational and departmental effectiveness.[7] Life satisfaction has been studied in contexts other than its relationship to job satisfaction and other work-related attitudes and behaviors. Researchers have examined such topics as the degree to which individuals attempt to maximize their life satisfaction; suicide and life satisfaction; and marital status and life satisfaction, among others.[8] The main thrust of the present study, however, is work-related consequences and correlates of life satisfaction. As some studies have suggested, high levels of life satisfaction, away from the job, could have a positive effect on job satisfaction. …
34 citations
TL;DR: In this paper, the authors tested the dispositional approach to job satisfaction in a sample of young people and found that stability in job satisfaction was lower for leavers but still significant, and since there was a small but significant correlation between neuroticism (as a measure of negative affect) and job satisfaction.
Abstract: The dispositional approach to job satisfaction was tested in a sample of young people. Questionnaires were administered shortly before the end of vocational training and again one year later. Stabilities in job satisfaction were investigated in terms of mean changes, autocorrelations, and an index of individual consistency. Autocorrelations were lower for job satisfaction than for the Big Five personality dimensions and for an index measuring the centrality of work in life. Change in mean levels in job satisfaction and in centrality of work was higher for those who changed employer than for those who did not. Autocorrelations and consistency scores of leavers were lower for job satisfaction but did not differ for centrality of work. Controlling for personality dimensions did not lead to significantly lower stabilities. Since stability in job satisfaction was lower for leavers but still significant, and since there was a small but significant correlation between neuroticism (as a measure of negative affect...
33 citations
TL;DR: Interview data from 120 professionals and managers, collected by telephone after they experienced a job change, were matched with personality test scores from an employment testing center, and personality traits accounted for 26% of the variance in overall empowerment.
Abstract: Interview data from 120 professionals and managers, collected by telephone after they experienced a job change, were matched with personality test scores from an employment testing center. Four dimensions of psychological empowerment (self-determination, meaning, competence, and impact) were tested as criteria, and four personality traits (achievement, endurance, locus of control, and self-esteem), measured prior to the job change, were used as predictors. In a multiple regression analysis the personality traits accounted for 26% of the variance in overall empowerment, and locus of control emerged as an important antecedent. Additional analyses pointed to perceived managerial support, sex, and rank as possible moderators. Ideas for further research and theoretical extension are discussed.
Journal Article•
TL;DR: In this paper, the authors present job satisfaction functions for 49 male and 74 female practicing pharmacists and identify four extrinsic determinants (earnings, availability of employment opportunities, supervisor's reliability, and job atmosphere) and four intrinsic determinants such as practice site, perception of job importance, autonomy, and burnout as explanatory variables.
Abstract: This paper presents job-satisfaction functions for 49 male and 74 female practicing pharmacists. Four extrinsic determinants (earnings, availability of employment opportunities, supervisor’s reliability, and job atmosphere) and four intrinsic determinants (practice site, perception of job importance, autonomy, and burnout) are identified as explanatory variables. The predictive value of the model is strong. Men and women exhibit different preferences for trading off sources of job satisfaction. Men do not view earnings, advancement opportunities, supervisor’s reliability, or burnout as relevant determinants of their work-contentment level. Job autonomy is more important to women than to men, but job atmosphere and perception of job importance are more important to men than to women. Working in a retail-chain setting is negatively related to job satisfaction of pharmacists from both genders, but men are affected more than women. The behavior of this variable is consistent with the existence of a two-fold compensating differential.
TL;DR: Examining and modifying job characteristics associated with high stress could result in healthier hospital work environments and there are areas of commonality in predictors across these groups, as well as some differences by level of supervisory responsibility.
TL;DR: Overall, more coping variance was explained by personality than by job stressor; however, when the effects of job level and job stressors were combined, they explained more variance in complaining/quitting and seeking social support than did the personality variables.
Abstract: Hypotheses concerning the relationships among job stressors, job level, personality, and coping responses were investigated in a sample of 305 electrical contracting employees. Coping behaviors were measured with questionnaire items based on interviews conducted with a sample of the subjects. Neuroticism (N) and Extraversion (E) were the personality variables most strongly related to coping behavior. Overall, more coping variance was explained by personality than by job stressors; however, when the effects of job level and job stressors were combined, they explained more variance in complaining/quitting and seeking social support than did the personality variables. Both work situation and personality seem to be important variables in the choice of coping behaviors. There was no evidence of interactions among personality, stressors, and job level in explaining coping behavior.
01 Jan 2000
Posted Content•
TL;DR: In this paper, the authors empirically test a model pertaining to the relative impact of job satisfaction and life satisfaction on spychological wel being, controlling for the moderating effects of personality.
Abstract: The general objective of the study was to empirically test a model pertaining to the relative impact of job satisfaction and life satisfaction on spychological wel being, controlling for the moderating effects of personality.
Journal Article•
TL;DR: In this article, the limitations of the trait approach and the five factor model were discussed in the aspects of theory direction, trait structure, trait definition, factor analysis, predictive ability and intervention strategy.
Abstract: Six limitations of the trait approach and the newest product—the five factor model were discussed in the aspects of theory direction, trait structure,trait definition,factor analysis,predictive ability and the intervention strategy. Analysis was made on the previous failure of personality studies in sports psychology in getting good prediction of the athletic performance.It might be due to that too general traits were used to predict too general outcomes.On this basis,possible methods were suggested to improve the predictive validity of personality inventory and to develop sport specific personality tests in the future personality studies in sports psychology.