Showing papers on "Core self-evaluations published in 2005"
TL;DR: In both studies, the core self-evaluations concept was positively related to goal self-concordance, meaning that individuals with positive self-regard were more likely to pursue goals for intrinsic and identified (value-congruent) reasons.
Abstract: The present study tested a model explaining how the core self-evaluations (i.e., positive self-regard) concept is linked to job and life satisfaction. The self-concordance model, which focuses on motives underlying goal pursuit, was used as an explanatory framework. Data were collected from 2 samples: (a) 183 university students (longitudinal measures of goal attainment and life satisfaction were used) and (b) 251 employees (longitudinal measures of goal attainment and job satisfaction were utilized). In both studies, the core self-evaluations concept was positively related to goal self-concordance, meaning that individuals with positive self-regard were more likely to pursue goals for intrinsic and identified (value-congruent) reasons. Furthermore, in both studies, goal self-concordance was related to satisfaction (job satisfaction in Study 1 and life satisfaction in Study 2).
940 citations
TL;DR: It is argued that CSE should be adopted as a robust, well-validated umbrella construct for research on executive self-concept, and it is anticipated that hyper-CSE executives—who possess supreme levels of self-confidence, self-potency, and conviction that they will prevail—will manifest this trait in their job behaviors.
Abstract: Researchers have long been interested in how an executive's self-concept affects his or her behaviors, but have lacked a theoretically grounded, validated construct for conducting systematic inquires. The concept of ‘core self-evaluation’ (CSE), which has been recently validated in the psychology literature, concisely encompasses and consolidates the common, overlapping portions of four previously unconnected personality dimensions: self-esteem, self-efficacy, locus of control, and emotional stability. CSE has great potential to provide substantial leverage for research on executive self-concept. We review and reconcile prior research on related constructs in executive settings (including narcissism, hubris, and overconfidence) and argue that CSE should be adopted as a robust, well-validated umbrella construct for research on executive self-concept. Indeed, a very high level of CSE, or hyper-CSE, aligns closely with what is often colloquially called ‘hubris.’ We anticipate that hyper-CSE executives—who possess supreme levels of self-confidence, self-potency, and conviction that they will prevail—will manifest this trait in their job behaviors. We develop a set of integrated propositions that describe the implications of CSE for strategic decision processes, strategic choices, and organizational performance. Finally, we propose additional avenues for research. Copyright © 2005 John Wiley & Sons, Ltd.
585 citations
TL;DR: Results from structural equations modeling analyses revealed an influence of core self-evaluations and perceived organizational constraints on job burnout and satisfaction, suggesting personal and contextual contributions.
Abstract: Research on job burnout has traditionally focused on contextual antecedent conditions, although a theoretically appropriate conception implicates person-environment relationships. The authors tested several models featuring various combinations of personal and contextual influences on burnout and job satisfaction. Measures of core self-evaluations, organizational constraints, burnout, and job satisfaction were collected from 859 health care employees. Results from structural equations modeling analyses revealed an influence of core self-evaluations and perceived organizational constraints on job burnout and satisfaction, suggesting personal and contextual contributions. These results favor a broadening of current thinking about the impact of situational constraints on the expression of job burnout, as well as for the role of disposition for affective responding to effectively address occupational health problems.
230 citations
TL;DR: In this article, the role of core self-evaluations in responses to multisource feedback was examined and it was found that core selfevaluations were positively linked to goal commitment 4 months after feedback.
Abstract: This longitudinal study examines the role of core self-evaluations in responses to multisource feedback. Consistent with past research, feedback recipients were most satisfied when others' ratings were high. Core self-evaluations was not related to satisfaction with feedback, but was positively linked to goal commitment 4 months after feedback. Polynomial regression results reveal a complex pattern of associations among core self-evaluations, ratings, satisfaction, and commitment to developmental goals. Specifically, individuals with high core self-evaluations were most committed to developmental goals when self and others' ratings were discrepant. In contrast, individuals with low core self-evaluations were most committed to developmental goals when self and others' ratings were in agreement. Our results question the notion that satisfaction with feedback affects motivation to improve and highlight the importance of personality in motivation to improve following feedback. We discuss practical and theoretical implications of our findings and provide a theoretical framework for future research.
192 citations
TL;DR: In this article, the relative validity in predicting job satisfaction, life satisfaction, and happiness of core self-evaluations (CSE), positive and negative affectivity (PA/NA), and the Neutral Objects Satisfaction Questionnaire (NOSQ) was tested, in a non-Western culture (Japan), and indicated initial support for the generalizability of CSE in a culture that differs in many respects from Western cultures.
Abstract: Summary The present study tested, in a non-Western culture (Japan), the relative validity in predicting job satisfaction, life satisfaction, and happiness of core self-evaluations (CSE), positive and negative affectivity (PA/NA), and the Neutral Objects Satisfaction Questionnaire (NOSQ). Consistent with previous results in primarily Western cultures, the four lower-order traits that comprise CSE—self-esteem, generalized self-efficacy, locus of control, and neuroticism— indicated a higher-order factor. While each lower-order trait was itself related to the study’s criteria, the CSE concept displayed in general, higher correlations with the dependent variables, and explained incremental variance in two of the study’s three outcomes beyond PA, NA, and the NOSQ. These results indicate initial support for the generalizability of CSE in a culture that differs in many respects from Western cultures, and suggest that judgments of satisfaction and happiness in a non-Western culture have a dispositional source. Copyright # 2005 John Wiley & Sons, Ltd.
182 citations
TL;DR: Zhang et al. as mentioned in this paper investigated the relationship between job characteristics and organizational citizenship behavior (OCB) and found that job variety and job significance had a significant positive relationship with OCB, whereas job identity, job autonomy, job feedback, and job interdependence were not significantly related to OCB.
Abstract: Despite the numerous studies on the antecedents of organizational citizenship behavior (OCB), relatively few researchers have examined the effects of job characteristics on OCB. Our aims in this study were to investigate the relationship between job characteristics and OCB and to clarify the mediating effects of job satisfaction in 270 employees from 24 electronic companies. The results showed that job variety and job significance had a significant positive relationship with OCB, whereas job identity, job autonomy, job feedback, and job interdependence were not significantly related to OCB. Furthermore, job satisfaction, especially intrinsic satisfaction, was a mediating mechanism of the relationship between job variety, job significance, and OCB. Finally, extrinsic satisfaction did not mediate the relationship between job characteristics and OCB. This suggests that practicing managers should enrich job characteristics and place greater emphasis on enhancing employees’ intrinsic satisfaction to promote employees’ OCB.
170 citations
Posted Content•
TL;DR: The authors examined the role of trait affect in job search and found that job seekers high in positive affectivity find a job because they achieve job search clarity and, in turn, look for a job intensely.
Abstract: The present study examines the role of trait affect in job search. One hundred and twenty-three university students completed measures of positive and negative affectivity, conscientiousness, job search self-efficacy, job search clarity, and job search intensity during their last year of school while on the job market. At the end of the school year, participants completed the measure of job search intensity again, and indicated the number of interviews and offers they had received and whether they had accepted a full-time job. As hypothesized, positive affectivity predicted job search clarity over and above conscientiousness and job search self-efficacy. Job search clarity mediated relationships between positive affectivity and job search intensity and between job search self-efficacy and job search intensity. Negative affectivity, however, did not predict job search clarity. Job search clarity predicted job search intensity, which led to interviews, offers, and employment. The results suggest that job seekers high in positive affectivity find a job because they achieve job search clarity and, in turn, look for a job intensely.
141 citations
Posted Content•
TL;DR: In this article, a more complex situation is presented showing significant falls in satisfaction with the job facets, the work itself, and hours worked, significant rises in satisfaction in total pay and security of job, and a steep decline in overall job satisfaction among women and stable or slightly rising overall jobs satisfaction among men.
Abstract: Claims for a growth of despondency in the British workforce in the 1990s, based on job satisfaction data, are questioned by an evaluation of: (i) the bases of comparison, (ii) features of job-satisfaction measures, (iii) the properties of key data sets and (iv) inferences drawn from the data. A more complex situation is presented showing significant falls in satisfaction with the job facets, the work itself, and hours worked; significant rises in satisfaction with total pay and security of job; a steep decline in overall job satisfaction among women and stable or slightly rising overall job satisfaction among men. Trends in job quality, workforce composition, the economic cycle and changing work values among women, rather than generalized despondency, are proposed as sources for hypotheses for future research. The latter should include a review of data requirements, and research on the performance of measures of job satisfaction.
115 citations
TL;DR: In this paper, the authors examined whether job satisfaction and occupational stressors (in the forms of job stress, work-family conflict, role stress, and perceived dangerous) had any impact on the life satisfaction of correctional staff.
92 citations
TL;DR: The authors investigated predictors of job satisfaction and built on previous research on the effects of bachelor's degree majors and job field congruence on job satisfaction, finding that two different measures of congruency are causally related to job satisfaction.
72 citations
TL;DR: In this article, affective experiences in terms of state positive and state negative affect (PA, NA) were related to state job satisfaction, and the relationship between state affect and job satisfaction was not spurious.
Abstract: Affective events theory proposes affective experiences at work to cause job satisfaction. Using multiple measurements obtained in a diary study, affective experiences in terms of state positive and state negative affect (PA, NA) were related to state job satisfaction (N = 91). Trait measures were also collected. Results confirmed our hypothesis. First, aggregated state job satisfaction is strongly correlated with trait job satisfaction. Second, the relationship between state affect and state job satisfaction is not spurious: State affect impacts on state job satisfaction even if trait affect and trait job satisfaction are controlled. Third, the effect of state affect on job satisfaction measured by the faces scale is stronger than the effect of state affect on job satisfaction measured by facet scales. It is concluded that not all scales to measure job satisfaction are equally appropriate to investigate affect at work.
TL;DR: In this article, the authors tested the hypothesis that personality-based job analysis ratings are correlated with subject matter expert (SME) personality scale scores (through a self-serving bias).
Abstract: This study tested the hypothesis that personality-based job analysis (PBJA) ratings are correlated with subject matter expert (SME) personality scale scores (through a self-serving bias). Some support was found for the hypothesis. However, PBJA ratings were somewhat predictive of the criterion-related validity of scale scores for the big five personality dimensions.
TL;DR: The authors examined the influence of rater characteristics as a source of bias in job characteristics information, as gleaned from the Job Diagnostic Survey (JDS), and found that two characteristics, job autonomy and dealing with others, were influenced by non-incumbents standing on these characteristics and demonstrated evidence of the false consensus effect.
Abstract: The present study is an examination of the influence of rater characteristics as a source of bias in job characteristics information, as gleaned from the Job Diagnostic Survey (JDS). Participants (N 5133) completed an initial JDS for own job characteristics. Nonincumbents (n 5104) then completed a secondary JDS in order to rate incumbents’ job characteristics. Non-incumbents’ personality dimensions, own job characteristics, job satisfaction level, and incumbent satisfaction level were hypothesized as predictors of ratings of job characteristics of incumbents. Results indicate that two characteristics, job autonomy and dealing with others, were influenced by non-incumbents standing on these characteristics, and demonstrated evidence of the false consensus effect. Limitations and implications for interpreting job information are discussed.
01 Jan 2005
TL;DR: In this article, the authors investigated the relationship between the Big Five personality dimensions and well-being outcomes during the societal transition in Romania and concluded that differences in the relationships can be explained by cultural-societal factors.
TL;DR: The role of individual differences versus situations has been debated throughout the history of organizational behavior research as mentioned in this paper, and the role of dispositions and situations in determining job satisfaction has been explored extensively.
Abstract: The role of individual differences versus situations has been debated throughout the history of organizational behavior research. Disposition researchers have argued that job satisfaction is to a great extent a product of personality, as individuals vary in their responses to the same situation. Others have taken an opposing view, suggesting that personality is often confounded with situations, the latter of which is the real driving force behind job satisfaction. This point/counterpoint exchange explores the role of dispositions and situations in determining job satisfaction. Barry Staw and Yochi Cohen-Charash take the 'pro-disposition causes job satisfaction' position. Their paper traces the history of the dispositional argument, discusses and refutes criticisms of the dispositional approach, and provides an information-processing model of how dispositions might affect job satisfaction. Barry Gerhart takes the opposing view, focusing mainly on two implications of the dispositional approach. First, he argues that dispositions do not constrain the effects of situations and that both can have important influences. He points out that some situations will produce higher satisfaction than others, although certainly individuals in each situation may differ from one another. Second, he discusses the use of affective disposition measures for employee selection, outlining additional research that needs to be done before organizations adopt this approach. These two papers provide a contemporary overview of the issues concerning individual differences versus situations in determining job satisfaction. They raise a number of intriguing questions that need research attention concerning the interplay of individual differences and situational factors in the workplace.
TL;DR: It was found that those with a more external locus were more likely to experience both interpersonal conflict at work and organizational constraints, and exhibited lower affective well-being, experienced more low pleasure emotions and had lower physical well- being.
01 Jan 2005
TL;DR: In this paper, the authors focused on examining Burnout syndrome from a positive psychology perspective and assessed the level of engagement, emotional exhaustion, and life and job satisfaction in a sample of 265 teachers.
Abstract: Traditionally the teaching context has been shown as a work environment where the pro-fessionals can be more exposed to suffer the Burnout syndrome. The negative effects of thiswork situation in teaching quality stimulate a social and a scientific interest in this subject.The study focuses on examining Burnout syndrome from a positive psychology perspecti-ve. Because of that, together with the measurement of Burnout in a sample of 265 teachers,the level of Engagement has been assessed. Also Life and Job Satisfaction were evaluatedas a measure of general and specific wellbeing at work, respectively. The data showedmoderate-strong links between Emotional Exhaustion and Dedication with Life Satisfac-tion; Absorption is added to these moderate-strong links when the relationships between thedifferent dimensions and Job Satisfaction are considered. Finally, even though the dimen-sion Vigor has shown moderate correlation indexes with Job and Life Satisfaction, thisdimension has not been included as a predictor for any of these variables.PALABRAS CLAVEBurnout, Engagement, Satisfaccin laboral, Satisfaccinvital, Enseanza.KEY WORDSBurnout, Engagement, Job Satisfaction, Life Satisfac-tion, Education.
01 Jan 2005
01 Jan 2005
TL;DR: In this paper, a second-order factor analysis is conducted, and the factor structure is found to be perfectly fitted in the Chinese culture, and suggestions are made for future research.
Abstract: In recent years, the foreign researchers proposed that self-esteem, general self-efficacy, locus of control and neuroticism construct a more global, more fundamental factor, named core self-evaluation. This factor was found to be related to job satisfaction and job performance. Using a sample of university undergraduate (n244), the present study examines if the core self-evaluation fitts in the Chinese culture. A second-order factor analysis is conducted, and the factor structure is found to be perfectly fitted. At last, suggestions are made for future research.
01 Jan 2005
Dissertation•
01 Jan 2005
TL;DR: This article investigated the relationship between job and life satisfaction by taking perceived organizational support into account where perceived organiza-tional support was characterized by supervisor support, time flexibility, and organization support.
Abstract: The study examined the relationship between job satisfaction and life satisfaction from a new perspective. We investigated the relationship between job and life satisfac-tion by taking perceived organizational support into account where perceived organiza-tional support was characterized by supervisor support, time flexibility, and organization support.
Using the regression approach, the results indicated perceived organizational support was significantly related to job satisfaction. The results further suggested a significant relationship between life satisfaction and perceived organizational support. The results for the relationship between job satisfaction and life satisfaction provided most insightful implications. We found that job satisfaction was positively and significantly related to life satisfaction. Since a job played a vital part in one’s life, the relationship between job satisfaction and life satisfaction was closely related – one’s job experiences spilled over into one’s life. The results overall suggested that the relationship between job and life satisfaction was reciprocal – job satisfaction did influence life satisfaction, and life satis-faction also influenced job satisfaction.