Showing papers on "Core self-evaluations published in 2002"

Five-factor model of personality and job satisfaction: a meta-analysis.

Abstract: This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were .29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model. Research on the dispositional source of job satisfaction has had a spotty history in job satisfaction research. The personological basis of job satisfaction was considered in the earliest treatments of job satisfaction. Hoppock (1935), for example, noted a strong correlation between workers’ emotional adjustment and their levels of job satisfaction. Similarly, Fisher and Hanna (1931) concluded that a large part of dissatisfaction resulted from emotional maladjustment. With some noteworthy exceptions (P. C. Smith, 1955; Weitz, 1952), these early considerations of the dispositional source of job satisfaction lay dormant until the 1980s, when a series of provocative studies (Arvey, Bouchard, Segal, & Abra

Are measures of self-esteem, neuroticism, locus of control, and generalized self-efficacy indicators of a common core construct?

Abstract: The authors present results of 4 studies that seek to determine the discriminant and incremental validity of the 3 most widely studied traits in psychology-self-esteem, neuroticism, and locus of control-along with a 4th, closely related trait-generalized self-efficacy Meta-analytic results indicated that measures of the 4 traits were strongly related Results also demonstrated that a single factor explained the relationships among measures of the 4 traits The 4 trait measures display relatively poor discriminant validity, and each accounted for little incremental variance in predicting external criteria relative to the higher order construct In light of these results, the authors suggest that measures purporting to assess self-esteem, locus of control, neuroticism, and generalized self-efficacy may be markers of the same higher order concept

Sources of social support and burnout, job satisfaction, and productivity.

Abstract: Social support has been identified as an important correlate of a variety of work outcomes. Support from different sources, including family, coworkers, and supervisors, was examined in 211 traffic enforcement agents (92 men, 119 women). Outcomes included subjective variables (burnout and job satisfaction) and an objective measure of productivity (number of summonses). Support was negatively associated with burnout and positively associated with satisfaction and productivity. A cluster of support variables accounted for 7% of the variance in burnout and productivity and 12% of the variance in job satisfaction. Family support was more closely associated with burnout than with satisfaction or productivity, whereas immediate supervisor support was related to satisfaction and productivity but not burnout. Results suggest that support may be associated with work-related outcomes through multiple pathways.

The confounding role of personality and trait affectivity in the relationship between job and life satisfaction

Abstract: Previous research has demonstrated a strong positive relationship between job and life satisfaction. Traditionally, this relationship has been explained in terms of a spillover model, wherein job experiences spill over onto life, and vice versa. This study directly tests a different explanation for this relationship: personality traits that influence both job and life satisfaction. In a longitudinal test with multisource data, three typologies, which were shown by past research to be linked to both job and life satisfaction, were examined: Big Five, positive and negative affectivity, and core self-evaluations. One hundred and fifty-three university employees working in a diverse set of occupations were surveyed twice, with a six month time interval; the first survey also included a second questionnaire to be completed by a ‘significant other.’ Analyses of concurrent and prospective zero-order and partial correlations, as well as structural equation modeling, supported the hypothesized confounding role of all three typologies, especially core self-evaluations. Though controlling for personality reduced the magnitude of the job–life satisfaction relationship, it did not entirely eliminate it. Overall, the results suggest the presence of both dispositional and environmental factors in job and life satisfaction. Finally, implications for organizational practice and theory development are discussed. Copyright © 2002 John Wiley & Sons, Ltd.

Police officer job satisfaction in relation to mood, well-being, and alcohol consumption.

Abstract: The authors examined job satisfaction, job stress, and thoughts of quitting in relation to positive and negative affect, life satisfaction, self-esteem, and alcohol consumption among police officers. Exploratory and confirmatory factor analyses revealed that 2 dimensions, positive affect and negative affect, provided a clear family-tree organizational framework for representing the otherwise confusing pattern of associations between job and well-being variables. Job satisfaction was primarily associated with positive affect, life satisfaction, and self-esteem; job stress was primarily associated with negative affect and alcohol consumption; thoughts of quitting had moderate loadings on both factors. The 2-dimensional framework may prove useful as a guide in reviewing research in this field and in selecting constructs and measures for inclusion in future research.

Compensation, esteem valence and job performance: an empirical assessment of Alderfer's ERG theory

Abstract: Improving the job performance of employees has been the focus of many motivation theories, especially the need theories. These theories have however been questioned because of a lack of research on the causal relationship between need satisfaction and job performance. Research on the link between the need satisfaction-job performance relationship and individual personality differences among people has also been neglected. This study addresses these research gaps as far as the intervening influence of personality variables on the need satisfaction-job performance relationship is concerned. The present study investigates the influence of need satisfaction (as suggested by the Alderfer theory) on self-esteem (the personality trait) and the influence of self-esteem on performance intention (the surrogate measure for job performance) of top managers and frontline employees. The empirical results show that esteem as a personality variable exerts a significant influence on the job performance of both top manager...

Personality Research in the Organizational Sciences

Abstract: Personality research has played a prominent role in the organizational sciences for a number of years. During the past two decades, however, research examining the impact of individual personality traits on emotions, attitudes, perceptions, and behaviors in organizations has increased, and our knowledge of the role of personality within organizational research is stronger. We examine a number of well-known personality dimensions that include the Five-Factor model of personality, locus of control, Type A Behavior Pattern, self-efficacy, and negative affectivity. We also examine a number of promising personality dimensions that have received less attention in the organizational sciences; these include trait anger, positive affectivity, action-state orientation, emotional intelligence, individualism- collectivism, and personal innovativeness. We review the personality research in these areas and offer suggestions for practice and future research.

Grouptask Satisfaction Applying the Construct of Job Satisfaction to Groups

Abstract: This article reviews evidence for considering job satisfaction at the group level of analysis. Group-level job satisfaction is functionally independent of individual-level job satisfaction. This construct is labeled group task satisfaction and is defined as the group's shared attitude toward its task and the associated work environment. The authors propose that group task satisfaction develops out of within-group homogeneity in individual job satisfaction, which in turn is a product of the shared work conditions, social influence processes, attraction- selection-attrition effects, and emotional contagion effects associated with work groups. They predict that through group interaction, the within-group homogeneity in job satisfac- tion will come to be perceived as a characteristic of the group. Once identified as a group characteristic, group task satisfaction will be subject to processes such as polarization and prototyping, with the result that group task satisfaction should function independently of the mean level of job satisfaction within the group. The authors predict that group task satisfac- tion will be related to the mean level of individual job satisfaction within the group, the qual- ity of the group's processes, and the performance of the group, thus serving as an important indicator of team viability. This article represents a theoretical investigation of job satisfac- tion as a group-level construct. The job satisfaction construct has been thoroughly researched at the individual level. In contrast, only a small number of studies have investigated job satisfaction at the group level and organizational level, and in these studies, group- level and organizational-level job satisfaction have been

Examining Type A behavior pattern to explain the relationship between job stressors and psychosocial outcomes.

Abstract: Despite cautions against using a global measure of Type A behavior pattern (TABP), few studies have examined the TABP components of Achievement Striving (AS) and Impatience/Irritability (II). The authors examined these 2 components to assess whether they moderated the relationships between job stressors and psychosocial outcomes. Results based on 106 employees from a large Canadian organization supported the independence of the 2 TABP components. After controlling for the job stressors (i.e., overload, ambiguity, intrarole conflict, and lack of job control), II and AS accounted for additional variance in job satisfaction, perceived stress, and life satisfaction, although these components were uniquely related to different outcomes. Finally, AS and II moderated several of the stressor-psychosocial outcome relationships.

Personality and situations in co-worker preference: similarity and complementarity in worker compatibility

Abstract: Guided by fit-oriented personality theories, we asked with whom people prefer to work, given their own and others' personality traits and in light of trait-relevant work situations. Participants (N = 185) completed the Personal- ity Research Form (Jackson, 1989) and rated preference for hypothetical co-work- ers at opposite poles of Dominance, Affiliation, Autonomy, Defendence, and Abase- ment in simulated job settings varying in work proximity and supervisory status. As expected, judges preferred co-workers providing opportunity for trait expres- sion (e.g., affiliative judges preferred affiliative co-workers), especially when ex- pecting to work together and in light of who would be in charge (e.g., low-autono- mous judges preferred dominant supervisors). Use of personality data in team building is discussed.

Work Values and Job Adjustment of Taiwanese workers

Abstract: This study explored work values among Taiwanese workers, and reveals the relationships between work values and job adjustment (i.e. job satisfaction and turnover intention). Survey data came from 219 adults with full time jobs. Factor analysis revealed the “opportunities to use my personal abilities”, “material gratification”, and “interpersonal satisfaction” were the three most important facets of work values. The analysis showed work values correlated with job satisfaction and job turnover intentions, and that both demographic and job related variables correlated with job satisfaction and job turnover intentions.

Whistle While You Work: Job Satisfaction and Retirement from the U.S. House

Abstract: The literature analyzing the effects of job satisfaction on congressional retirement has been inconclusive. The problem with this literature is its reliance on indirect measures of job satisfaction. We use a direct measure of job satisfaction to demonstrate that job satisfaction does have a significant independent effect on congressional retirement. The findings imply that the indirect measures of job satisfaction measure frustration as opposed to job dissatisfaction, a conceptually different variable. The fact that members' job satisfaction affects their career length suggests that a Congress that keeps its members happy will have greater retention and will, presumably, keep its best members.

Locus of Control and Its Influence on Hotel Managers' Job Satisfaction

Abstract: Studies have demonstrated that internal/external locus of control impacts job satisfaction. Additionally, research indicates that locus of control relates to many other work-related perceptions. However, few studies exist that investigate the relationship between locus of control and job satisfaction for hotel managers. This study investigates hotel managers' job satisfaction (n = 68), internal/external locus tendencies, and the relationship between the two constructs. The results indicate that variables other than the locus personality construct may relate to hotel managers' perception of job satisfaction. Additionally, the results stimulate the ongoing person versus situation debate in job satisfaction research.

Personal Characteristics, Career Stage and Job Satisfaction

Abstract: This article investigates the relationship between individual characteristics and job satisfaction from the career perspective. Using 279 employees from a large bank in Hong Kong as the sample, it was found from the questionnaire survey that education was the most significant variable in analysing job satisfaction, with a negative correlation between these two variables. Age and working experience, which relate to career stages, were also found to be important and to have positive correlations with job satisfaction. The article suggests that to attract and retain workers at both the organisational entry level and the early career stage, and also to maintain or enhance their job satisfaction levels, opportunities for continuous learning and development should be provided for employees within the organisation.