Showing papers on "Core self-evaluations published in 2003"

A personality trait-based interactionist model of job performance.

Abstract: Evidence for situational specificity of personality-job performance relations calls for better understanding of how personality is expressed as valued work behavior. On the basis of an interactionist principle of trait activation (R. P. Tett & H. A. Guterman, 2000), a model is proposed that distinguishes among 5 situational features relevant to trait expression (job demands, distracters, constraints, releasers, and facilitators), operating at task, social, and organizational levels. Trait-expressive work behavior is distinguished from (valued) job performance in clarifying the conditions favoring personality use in selection efforts. The model frames linkages between situational taxonomies (e.g., J. L. Holland's [1985] RIASEC model) and the Big Five and promotes useful discussion of critical issues, including situational specificity, personality-oriented job analysis, team building, and work motivation.

The core self‐evaluations scale: development of a measure

Abstract: Despite an emerging body of research on a personality trait termed core self-evaluations, the trait continues to be measured indirectly. The present study reported the results of a series of studies that developed and tested the validity of the Core Self-Evaluations Scale (CSES), a direct and relatively brief measure of the trait. Results indicated that the 12-item CSES was reliable, displayed a unitary factor structure, correlated significantly with job satisfaction, job performance, and life satisfaction, and had validity equal to that of an optimal weighting of the 4 specific core traits (self-esteem, generalized self-efficacy, neuroti-cism, and locus of control), and incremental validity over the 5-factor model. Overall, results suggest that the CSES is a valid measure that should prove useful in applied psychology research.

Core self‐evaluations: a review of the trait and its role in job satisfaction and job performance

Abstract: Over the past five years there has been a growing body of literature that examines the relationships among some of psychology’s most studied traits (Neuroticism, self-esteem, and locus of control). Core self-evaluation theory posits a conceptual and empirical relationship between these traits and job satisfaction. After briefly reviewing core selfevaluation theory, we examine the empirical evidence documenting a relationship between these traits and the two central criteria of interest to I/O psychologists—job satisfaction and job performance. We then examine the relationship between core self-evaluation traits and the Big Five personality traits. We conclude with a discussion of the contributions and limitations of core self-evaluation research and opportunities for future research. Copyright # 2003 John Wiley & Sons, Ltd. In 1997, Judge, Locke, and Durham published a conceptual paper linking an integrative personality trait—termed core self-evaluations—to job satisfaction. In the five years since the publication of that paper, more than a dozen core self-evaluation studies have been conducted, addressing issues ranging from the construct validity of the trait to its role in explaining and predicting job satisfaction and job performance. Amir Erez, Ed Locke, Carl Thoresen, and the authors of this paper have conducted a focused program of research, which will be reviewed in this paper. We begin by reviewing the theoretical foundations of core self-evaluation research and summarizing empirical findings. Next, we discuss the construct validity of the trait and its relationship to the Big Five. We conclude with an appraisal of the state of this research literature and an agenda for future research.

Personal correlates of job satisfaction: empirical evidence from UK universities

Abstract: While several publications exist on the topic of job satisfaction, little is known about personal correlates of overall job satisfaction. This paper reviews the literature on single and multiple studies concerned about the relationships between age, gender, rank and length of service and job satisfaction. Collecting a large sample from UK universities, the paper finds that the rank of an individual and the length of service he/she has worked within higher education are significant predictors of the level of the individual's overall job satisfaction. However, while academic rank is positively and very strongly correlated with the overall job satisfaction, length of service in higher education is negatively related. In addition, while gender, age and length of service in present universities are not significantly associated directly with the overall job satisfaction, several of the interactive relationships of the variables, such as rank and gender or length of service in higher education and age, are statistically significant. The implications of the results are discussed as well as suggestions are given for further research.

An Investigation of Personality Traits in Relation to Career Satisfaction

Abstract: We examined personality traits in relation to career satisfaction and job satisfaction for 5,932 individuals in career transition. Personality traits were related to career satisfaction and job satisfaction in the total sample and 14 separate occupational groups. Regression analyses revealed three personality traits consistently related to career satisfaction: emotional resilience, optimism, and work drive in initial and holdout samples as well as in all 14 occupational groups, accounting for an average of 17% of career satisfaction variance. Personality traits correlated with career satisfaction included the Big Five traits of conscientiousness, extraversion, and openness and other, narrower traits, such as assertiveness, customer service orientation, and human managerial relations orientation. Results were discussed in terms of Holland's general personal competence factor, Goleman's emotional intelligence, career adaptation, and the nomothetic span of personality constructs. Also discussed were study limitations, suggestions for future research, and practical implications for career counseling.

Expatriate Social Ties: Personality Antecedents and Consequences for Adjustment

Abstract: This expaloratory study examines the relationship between personality characteristics (extraversion, core self evaluations), social tie characteristics (number, breadth, depth), and three types of expatriate adjustment (general, interaction, and work). Data was collected at two points in time from 75 expatriate employees from one organization on international assignments around the world. Results indicate that core self-evaluations, but not extraversion, are positively related to the number of ties formed with other expatriates and host country nationals. Social ties with other expatriates were found to provide greater social support, but similar access to information, than those with host country nationals (HCNs). In general, depth and breadth of relationships with other expatriates predicted general and work adjustment; whereas, breadth and total number of relationships with HCNs predicted all three types of adjustment. Overall, these results provide initial support for the importance of social ties in facilitating expatriate adjustment.

On the heritability of job satisfaction: the mediating role of personality.

Abstract: In this article the authors investigate the extent to which traits reflecting individual differences in personality and affectivity explain or mediate genetic influences on job satisfaction. Using estimates of the dispositional source of job satisfaction according to 2 dispositional frameworks—the five-factor model and positive affectivity–negative affectivity (PA–NA)—and behavioral– genetic estimates of the heritabilities of job satisfaction and the dispositional factors, the authors computed the proportion of genetic variance in job satisfaction that is explained by these trait frameworks. Results indicate that the affectivity model is a stronger mediator of genetic effects on job satisfaction than the five-factor model. PA and NA mediate about 45% of the genetic influences on job satisfaction, whereas the five-factor model mediates approximately 24% of these genetic effects.

Job satisfaction of hospital nurses: an empirical test of a causal model in Taiwan.

Abstract: Aim: The purpose of this research was to empirically test a model of job satisfaction in Taiwan. Methods: The model represents a revision of the Price–Mueller model, which is based on empirical research conducted since 1972 at the University of Iowa. This empirical test contributes to the generalization, on cross-national settings, of results from American-based research on job satisfaction. Findings: The results, based on a sample of 308 non-supervisory hospital nurses in Taiwan, indicate that 45% of the variance in job satisfaction was accounted for by the revised model. The work characteristic variable ‘routinization’ had the greatest impact on job satisfaction, followed by the personality traits ‘positive affectivity’ and ‘job involvement’. Although it is difficult to change the routine nature of nursing, the manager should make efforts to diversify the job description and empower his/her subordinates. Conclusions: It is suggested that having information on a nurse's personality will help to predict her/his future job satisfaction and may lead to improved selection of personnel. In addition, different management styles or reward systems that are sensitive to different personalities should be carefully studied and implemented, as appropriate.

The impact of education on job satisfaction in the first job

Abstract: Relying on survey data for Flemish 23 year old workers, we estimate three ordinal regression models to clear out the determinants of job satisfaction in the first job. Special attention goes to the influence of education. The results indicate that higher educated people seem more satisfied than lower educated people because they get a better job. When we control for all characteristics of the job, a negative relationship shows up, with higher educated people being less happy about their first job. Our results also suggest that giving young employees the possibility to use their skills in a varied job contributes strongly to job satisfaction. The relationship between educational mismatch and job satisfaction is ambiguous. Overeducation has a clear negative impact on job satisfaction, but for undereducation we obtain different results for men and women. In contrast to existing literature we also find a gender effect for young workers and a positive impact of working in a large company. We observe no impact of the occupational status of the parents nor of the characteristics of the employment contract.

Use of Personality Variables in Work Settings

Abstract: This chapter describes the history of personality theory, taxonomies, constructs, and their role in I/O psychology. Taxonomies have been critically important in enabling researchers to summarize and examine the importance of personality variables, resulting in better theories and understanding of workplace behavior and performance. More than twice the variance in supervisory ratings of overall job performance is accounted for when personality variables are included in our performance models. When customer service, interpersonal effectiveness, and integrity, for example, are important to the job, personality variables become even more useful for predicting behavior and performance, with predictive accuracy of personality variables increasing when predictors and criteria are matched in terms of complexity and theoretical relevance. The chapter also summarizes evidence regarding potential moderator variables, such as intentional distortion and item frame-of-reference (e.g., contextualization), and describes methods for increasing validity. Methods and issues of personality measurement are discussed according to self-report/self-evaluation, others' reports and descriptions, objective measures, interviews, mode of assessment, and culture and language. In addition, legal issues and their implications and evidence related to use of personality inventories in the workplace in the United States are presented. Keywords: cross-cultural; faking; job performance; legal; meta-analysis; personality; validity

Complex Relationships Among Personality Traits, Job Characteristics, and Work Behaviors

Abstract: The aim of the study was to investigate the additive, mediating, and moderating effects of personality traits and job characteristics on work behaviors Job applicants (N 5161) completed personality questionnaires measuring extraversion, neuroticism, achievement motivation, and experience seeking One and a half years later, supervisors rated the applicants’ job performance, and the job incumbents completed questionnaires about skill variety, autonomy, and feedback, work stress, job satisfaction, work self-efficacy, and propensity to leave LISREL was used to test 15 hypotheses Perceived feedback mediated the relationship between achievement motivation and job performance Extraversion predicted work self-efficacy and job satisfaction Work stress mediated the relationship between neuroticism and job satisfaction Job satisfaction and experience seeking were related to propensity to leave Autonomy, skill variety, and feedback were related to job satisfaction

Personality as a predictor of the value of voice.

Abstract: The opportunity for workers to provide input, also known as voice, has received extensive study. The contrasting relational and instrumental theories of voice have stimulated research investigating why people value voice. However, researchers have yet to assess individual differences in the actual value that people place on voice. This consideration is particularly important because the effect of voice on perceived procedural fairness varies according to the value of voice. This laboratory study is an examination of the Big Five (extraversion, agreeableness, openness to experience, neuroticism, and conscientiousness; L. Goldberg, 1992) and core self-evaluations (neuroticism, self-esteem, self-efficacy, and locus of control; T. Judge, E. Locke, & C. Durham, 1997) as predictors of the value of voice for 96 undergraduates. Although both the Big Five and core self-evaluations accounted for significant variance in the value of voice, only 2 individual components (extraversion and self-efficacy) signif...

Fitting the person to the organisation: examining the personality‐job performance relationship from a new perspective

Abstract: The current study represents an attempt to explore personality dispositions and personality process in a P‐O fit context A total of 227 employees completed self‐report measures of personality and job satisfaction and their supervisors assessed their citizenship behaviours, generic work competencies and overall job performance The theoretical approach of the cognitive‐affective personality system was adopted in exploring the research questions and discussing the findings, which reinforced the significance of a confirmatory, theory‐based approach in personality testing The results supported the existence of relationships between personality and job satisfaction but not between personality and the performance‐related variables, although agreeableness and openness to experience were related to performance for occupations involving interpersonal interaction

The development and validation of a personological measure of work drive

Abstract: Using six studies based on 23,823 individuals in diverse settings, we developed and validated a personality measure of Work Drive—a disposition to work long hours and extend oneself for one's job. The factor structure was confirmed in four settings. Work Drive was related to job performance showing incremental validity beyond cognitive aptitude and Big Five personality traits in five validation studies. It predicted academic performance at six different grade levels, even beyond Big Five traits. Construct validity was examined via work values, job involvement, normal personality scales, satisfaction measures, and cognitive ability. Little adverse impact was found. Occupational groups differed on Work Drive. Overall validity and areas of application were discussed.

The Relationship between Self-Esteem and Job Satisfaction of Personnel in Government Organizations:

Abstract: In this article, the relationship between self-esteem and job satisfaction (satisfaction from the kind and the nature of work, satisfaction from the manager or supervisor, satisfaction from co-work...

General Job Satisfaction From a Developmental Perspective: Exploring Choice—Job Matches at Two Career Stages

Abstract: The authors explored predictions of general job satisfaction at early and middle adulthood and uncovered several findings about developmental processes associated with job satisfaction. Tests of life-span career theory propositions revealed that neither choice-job congruence nor gender added significantly to predictions of job satisfaction at 2 career stages. Earlier occupational choice and current job added to predictions of midcareer (modal age 43 years) job satisfaction, especially for men. The predictability of job satisfaction is apparently influenced by the career stage when satisfaction is appraised.

Job autonomy and job satisfaction: new evidence

Abstract: This paper investigates the impact of perceived job autonomy on job satisfaction. We use the fifth sweep of the National Educational Longitudinal Study (1988-2000), which contains personally reported job satisfaction data for a sample of individuals eight years after the end of compulsory education. After controlling for a wide range of personal and job-related variables, perceived job autonomy is found to be a highly significant determinant of five separate domains of job satisfaction (pay, fringe benefits, promotion prospects, job security and importance / challenge of work).

Personality Factors and Adult Attachment Affecting Job Mobility

Abstract: Past research has revealed that individuals' job mobility is affected by factors such as job satisfaction, specific career enhancing attributes and job availability. This study examined personality factors predicting voluntary internal and external job mobility. Three types of voluntary job mobility measures were studied: dissatisfaction changes, job improvement changes and job rotations within companies. These mobility measures were related to the Big Five personality factors, sensation seeking and adult attachment. Results showed that demographic variables and sensation seeking contributed to the variance in external job changes. Internal job rotations were not related to any of the demographic and personality variables.

The Relationship Between Job Stress and Job Satisfaction of Industrial and Technical Teacher Educators

Abstract: The researchers examined the relationship between job stress and job satisfaction among a random sample of 133 industrial and technical teacher educators. Correlational analysis revealed a strong inverse relationship between the constructs, with stressors related to lack of organizational support being more strongly associated with job satisfaction than stressors related to the job itself were. There also were significant differences (p ≤.05) in correlations between job satisfaction and frequency of stressors and correlations between job satisfaction and intensity of stressors, suggesting that frequency of stressors had a greater impact on participants' job satisfaction than did intensity of stressors. These results have implications for addressing job stress and job satisfaction in higher education.

Job satisfaction among library managers: a cross-cultural study of stress, freedom and job conditions

Abstract: Based on a survey of British and Danish Library Managers the paper explores the concept of job satisfaction and its relation to stress, job content and job conditions. The paper evokes the theories of Hofstede as a tentative explanation of national differences. The paper sets out to analyse job satisfaction in relation to a range of demographic variables. On the basis of a multitude of questions and statements the author forms several composite variables. They concern factors such as stress, freedom in the job, perception of management style and the actual job content. Hofstede's theories about cultural differences are at least partly confirmed through the analysis. They cannot explain all the differences, but at least some of the major ones. It is also evident that nationality plays a significant role in relation to factors such as stress and freedom in decision making. The paper also hints that an intervening variable could be the way nations adopt different methods to reorganise the public sector. A last point made in the paper is the partial rejection of a generic theory about job satisfaction. The factors tend to be the same, but the weighting of the single factor and its significance are influenced by background factors such as nationality, size of the employing institution and the mix of tasks in the job.

Personalities at Work: Understanding and Managing Human Nature on the Job:

Abstract: Personality traits, types and disorders powerfully influence human relations at work. In many cases, these dynamics can be crucial to the success or failure of public or private organizations and administrations. If nothing else, we would all like to know how to get along better with the people we work with. This paper describes the main diagnostic classifications of personality types and personality disorders with specific reference to their expression in employees' behavior. Practical guidelines are offered for managing employee personality styles in order to achieve maximal person-job fit and the most productive working relationships possible.