Showing papers on "Core self-evaluations published in 2001"

Relationship of core self-evaluations traits--self-esteem, generalized self-efficacy, locus of control, and emotional stability--with job satisfaction and job performance: a meta-analysis.

Abstract: Recently, Judge, Locke, and Durham (1997) proposed a higher order construct they termed core self-evaluations or, more simply, positive self-concept. According to Judge et al. (1997), this construct is a broad dispositional trait that is indicated by four more specific traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism). The core selfevaluations construct was originally proposed as a potential explanatory variable in the dispositional source of job satisfaction. Subsequently, Judge and colleagues also have argued that the construct should be related to work motivation and, ultimately, to job performance (Judge, Erez, & Bono, 1998). Investigations of a link between core self-evaluations and job performance, however, are lacking. Despite a lack of studies linking the core self-evaluations factor to job satisfaction and, especially, to job performance, three of the core traits (self-esteem, locus of control, and emotional stability) appear to be the most widely studied personality traits in personality and applied psychology.1 Yet, with the exception of emotional stability and job performance, we have found no metaanalyses of the relationship between any of these traits with either job satisfaction or job performance.2 Thus, the purpose of the present study is to provide a quantitative review of the literature that examines the relationship of the four core self-evaluation traits with job satisfaction and job performance. This study determines whether general relationships exist and, if so, what the magnitudes of these relationships are. In the next section, we provide a brief review of the four traits and discuss the possible relationship of these traits with both job satisfaction and job performance.

Relationship of core self-evaluations to goal setting, motivation, and performance.

Abstract: A newly developed personality taxonomy suggests that self-esteem, locus of control, generalized self-efficacy, and neuroticism form a broad personality trait termed core self-evaluations. The authors hypothesized that this broad trait is related to motivation and performance. To test this hypothesis, 3 studies were conducted. Study 1 showed that the 4 dispositions loaded on 1 higher order factor. Study 2 demonstrated that the higher order trait was related to task motivation and performance in a laboratory setting. Study 3 showed that the core trait was related to task activity, productivity as measured by sales volume, and the rated performance of insurance agents. Results also revealed that the core self-evaluations trait was related to goal-setting behavior. In addition, when the 4 core traits were investigated as 1 nomological network, they proved to be more consistent predictors of job behaviors than when used in isolation.

Job satisfaction: a meta-analysis of stabilities

Abstract: Evidence suggesting that job satisfaction is caused by individual dispositions is reviewed, and stability coefficients for job satisfaction in previous studies are analysed with a meta-analytic procedure. Previous longitudinal studies analysing job changer samples imply an upper limit estimate of 0.51 for direct dispositional influences on job satisfaction. A study of job changers considering the stability of working conditions suggests that this estimate has to be considerably corrected downwards. At present, it is concluded that it is more likely that dispositions indirectly affect job satisfaction via selection and self-selection processes. Implications for job satisfaction as a tool for organizational assessment are discussed. Copyright © 2001 John Wiley & Sons, Ltd.

Personal characteristics and job satisfaction of Greek teachers

Abstract: The purpose of this study was to examine the level of job satisfaction experienced by a sample of Greek teachers and to examine the relationship between personal characteristics and specific aspects of job satisfaction. The sample consisted of 354 teachers, 28 to 59 years of age, from 40 state schools. The results of the present study suggest that teachers were satisfied with the job itself and supervision, whereas they were dissatisfied with pay and promotional opportunities. The results of standard multiple regression showed that certain personal characteristics (e.g. gender, age, etc.) were significant predictors of different aspects of job satisfaction. Variables other than the personal characteristics, such as organizational variables, should be included in future research in order to explain better the teachers’ job satisfaction.

Personality and cognitive ability as predictors of job search among employed managers

Abstract: Research on employee job search and separation traditionally focuses on situationally specific variables. Such variables may change with particular employment situations (e.g., job tenure, salary, perceived organizational success), they may be differentially relevant to work situations over time (e.g., education), or may reflect individual reactions to particular work situations (e.g., job satisfaction). More enduring individual characteristics, particularly personality and cognitive ability, may affect job search in consistent ways across different situations, but to date we have little empirical research on those effects. The present study extends traditional job search investigations by incorporating these two enduring individual characteristics–personality and cognitive ability. The value of these two enduring individual characteristics, in predicting job search, is then tested on a sample of U.S. executives. Cognitive ability as well as the personality dimensions of Agreeableness, Neuroticism, and Openness to Experience related positively to job search. These effects remained even in the presence of an array of situational factors previously shown to affect search. The relationship between Extroversion and job search became significant and positive in the presence of situational factors, particularly job satisfaction. Implications for future research and practice are discussed.

Role Stress, the Type A Behavior Pattern, and External Auditor Job Satisfaction and Performance

Abstract: This study examines the relationship between elements of role stress and two important external auditor job outcome variables: job satisfaction and performance. The study extends prior research by examining the moderating influence of the Type A behavior pattern on these relationships. The need to re‐examine the linkages between the elements of role stress and both job satisfaction and job performance using theoretically based moderators, such as the Type A behavior pattern, has been highlighted in the role‐stress literature. Analysis of survey data confirmed that both role conflict and role ambiguity are significantly negatively associated with auditor job performance and job satisfaction. However, the expected moderating role of the Type A behavior pattern on the relationships between the components of role stress and job satisfaction and auditor job performance was not found. Interestingly, however, a direct positive relationship between the Type A behavior pattern and both job outcome variables was ap...

The impact of various factors on the personality, job satisfaction and turnover intentions of professional accountants

Abstract: Recently, several studies have appeared in the literature that have investigated various hypotheses involving the relationships between ethnicity, gender, job satisfaction, turnover intentions, and the personality characteristic termed type A. Aims to examine the relationships between personality, job satisfaction and turnover intentions, and to determine if the moderating variables – ethnicity, gender, occupational setting, and level of decision making authority – have an impact on these relationships. The study was conducted using a modified meta‐analysis. The analysis did not detect an overall significant relationship between personality and job satisfaction or turnover intentions, but did find an inverse relationship between job satisfaction and turnover intentions that was consistent with previously reported research. Neither gender nor ethnicity was found to be a significant moderating variable influencing the relationships between the primary variables; however, both occupational setting and level of decision making authority were found to have a significant impact on the relationships between the primary variables.

The Demands-Control-Support model, locus of control and job dissatisfaction: A longitudinal study

Abstract: The Job-Demands-Control model (Karasek, 1979) has been widely studied in the job stress field, but the results obtained are frequently contradictory. Therefore, some investigations have expanded the model by including social support and personality characteristics such as locus of control. However, results obtained with these elaborated models have not been conclusive either. The present study sets out to integrate both types of expansions by simultaneously including social support at work and the employee's locus of control in a longitudinal multi-national study among 542 administrative personnel from Belgium, England, Spain, Italy and Israel. Hierarchical moderated multiple regression showed a significant 4-way interaction term (Demands 2 Control 2 Social support 2 Locus of control) on the change in job dissatisfaction. This effect is qualified by the interaction between job demands and control only for an internal locus of control with high social support. Contrary to the prediction of the JDC model, w...

Individual differences in utilizing control to cope with job demands: effects on susceptibility to infectious disease.

Abstract: This study examined the interactive effects of job demands, control, and individual characteristics on upper respiratory illnesses and immune function. Having high job control appeared to lessen the linkage between job demands and poor health among individuals with high self-efficacy and those who perceived that they were not often responsible for negative job outcomes. Conversely, having high job control exacerbated the association between job demands and poor health among inefficacious individuals. Implications for promoting more healthful work environments and facilitating employee coping are discussed.

Cognitive Ability and Personality Predictors of Training Program Skill Acquisition and Job Performance

Abstract: Two important issues in the training process concern (1) the relative impact of cognitive ability and personality traits on the ability to acquire skills, and (2) whether training skill acquisition predicts subsequent job performance. We used a sample of 9,793 trainees to address these questions and were able to compare those who succeeded on the job with those who did not succeed on the job. We found that some personality factors positively correlate with skill acquisition and that skill acquisition can predict the level of subsequent job performance.

The Comparative Contributions of Congruence and Social Support in Career Outcomes

Abstract: The authors assessed the relative contributions of social support and interest-- occupation congruence in job satisfaction and tenure. Congruence predicted 13% of the variance in job satisfaction for men, but it was not a significant predictor of job satisfaction for women. Social support accounted for 10% of the variance in job satisfaction for women but was not a significant predictor for men. Neither congruence nor social support predicted tenure. Implications for vocational counseling are discussed. According to Holland's (1985a) theory, the principal predictor of job satisfaction is interest congruence, which is the degree of match between the individual's vocational interests and aspects of their work environment (Assouline & Meir, 1987; Holland, 1985a; Weinrach & Srebalus, 1990). From Holland's perspective, job satisfaction should be the result of a high level of similarity between the individual's interests and the demands of the work environment (Holland, 1985a; Weinrach & Srebalus, 1990). Although job satisfaction in and of itself does not predict job performance, the interaction of satisfaction and ability does predict performance (Varca & Valutis, 1993). According to D. Brown (1990), interest congruence is only one of many factors that predict job satisfaction. Empirical studies have consistently indicated that congruence explains approximately 12% of the variance in job satisfaction (Assouline & Meir, 1987). For example, congruence of career interests and work environment has been significantly related to job satisfaction for teachers, college majors, accountants, biologists, police officers, engineers, nurses, and individuals with disabilities (Jagger, Neukrug, & McAuliffe, 1992). However, an important portion of the variance in job satisfaction remains unexplained. D. Brown (1990) asserted that in addition to congruence, job satisfaction is related to the degree of positive and negative evaluations an individual has for many aspects of his or her job. One way to account for the unexplained variance may be to explore noninterest types of congruence as well as secondary effects of congruence. For example, Adkins, Ravlin, and Meglino (1996) found that congruence among employees' values is associated with higher job satisfaction and performance ratings. Hypothesized reasons for these relationships have included higher levels of social attraction among persons with more congruent values (Byrne, 1971) and more effective communication among more similar workers (Zenger & Lawrence, 1989). On the basis of these findings, it would be reasonable to hypothesize that workers with more similar personalities should experience greater social attraction and better interpersonal communication than those with less similar personalities. Given that many consider Holland codes a valid measure of personality (Spokane, 1990), this would suggest that individuals with greater congruence with their job are likely to experience greater congruence with their colleagues. Also, higher levels of attraction and effective communication in this environment are likely to yield higher levels of social support as a secondary effect of congruence. Thus, the purpose of this study was to examine workplace social support in conjunction with congruence as predictors of job satisfaction. For this study, we defined workplace social support as the combined instrumental support, emotional support, and mentoring received from both colleagues and supervisors (Hill, Bahniuk, Dobos, & Rouner, 1989). Research has indicated that workplace social support is related to positive vocational outcomes, including reduced absenteeism and position turnover (Winstead, Derlega, Montgomery, & Pilkington, 1995), increased resistance to burnout (Myung-Yong & Harrison, 1998), and reduced depression and anxiety (El-Bassel, Guterman, Bargal, & Su, 1998; Olson & Shultz, 1994). Additional research has found that workplace social support is positively related to greater job satisfaction (cf. …

The Five-Factor model of personality and work behaviour in Greece

Abstract: This study explores the validity of the five-factor model of personality (FFM) in occupational settings in Greece, examining its relationship to employees' overall job performance, job satisfaction, organizational citizenship behaviour, and generic work competencies. Two hundred and twenty-seven employees from various Greek SMEs participated in the study completing a personality and a job satisfaction measure. Their supervisors completed three questionnaires assessing their performance and their work competencies. Some of the most significant results of this study were the strong links identified between personality and job satisfaction and the moderating effect of job type on the criterion-related validity of some personality dimensions. These results are discussed in terms of the FFM literature taking into consideration the strong effect of Greek culture. The theoretical and practical implications for research and practice in Greece are also discussed.

Sense of coherence, locus of control, self-efficacy and job satisfaction

Abstract: Job satisfaction is a complex variable and is influenced by situational factors of the job environment as well as dispositional characteristics of the individual. Recently there has been renewed interest in the role of dispositional characteristics in predicting work-related outcomes. The aim of this study was to determine the possible relationship between the dispositional factors of sense of coherence, locus of control and self-efficacy on the one hand, and job satisfaction on the other. The study population included 624 employees of 7 organisations. Sense of coherence, locus of control and self-efficacy were found to be related constructs, but only sense of coherence and locus of control were significantly related to job satisfaction. Sense of coherence, locus of control and self-efficacy predicted 30 per cent of the variance in total job satisfaction.

Impact of job characteristics on psychological health of Chinese single working women.

Abstract: This study aims at investigating the impact of individual and contextual job characteristics of control, psychological and physical demand, and security on psychological distress of 193 Chinese single working women in Hong Kong. The mediating role of job satisfaction in the job characteristics-distress relation is also assessed. Multiple regression analysis results show that job satisfaction mediates the effects of job control and security in predicting psychological distress; whereas psychological job demand has an independent effect on mental distress after considering the effect of job satisfaction. This main effect model indicates that psychological distress is best predicted by small company size, high psychological job demand, and low job satisfaction. Results from a separate regression analysis fails to support the overall combined effect of job demand-control on psychological distress. However, a significant physical job demand-control interaction effect on mental distress is noted, which reduces slightly after controlling the effect of job satisfaction.

The Influence of Positive and Negative Affectivity on Reported Job Satisfaction Among Practicing Pharmacists

Abstract: Job satisfaction, the extent to which employees like their work, has long been an important topic in organizational behavior. Despite the importance of measuring job satisfaction, many studies igno...

Gender Effects on Job Satisfaction in the House of Representatives

Abstract: This paper examines whether congresswomen and congressmen differ in their levels of job satisfaction, the levels of benefits they derive from working in the House, and the relationship between specific benefits and job satisfaction. By relying on a survey of former members of Congress, the paper finds only modest gender differences in the level of job satisfaction and members' perceptions of obtaining specific benefits from the job, but significant gender differences in the sources of job satisfaction. Most specifically, congresswomen's job satisfaction was most greatly influenced by whether their families benefited from the job whereas family benefits had only a modest effect on men's job satisfaction. Conversely, congressmen's satisfaction was more strongly related to their perceptions of the financial benefits to House service than was congresswomen's satisfaction.

RESEARCH REPORTS Relationship of Core Self-Evaluations to Goal Setting, Motivation, and Performance

Abstract: A newly developed personality taxonomy suggests that self-esteem, locus of control, generalized self-efficacy, and neuroticism form a broad personality trait termed core self-evaluations. The authors hypothesized that this broad trait is related to motivation and performance. To test this hypothesis, 3 studies were conducted. Study 1 showed that the 4 dispositions loaded on 1 higher order factor. Study 2 demonstrated that the higher order trait was related to task motivation and performance in a laboratory setting. Study 3 showed that the core trait was related to task activity, productivity as measured by sales volume, and the rated performance of insurance agents. Results also revealed that the core selfevaluations trait was related to goal-setting behavior. In addition, when the 4 core traits were investigated as 1 nomological network, they proved to be more consistent predictors of job behaviors than when used in isolation.