Showing papers on "Core self-evaluations published in 2006"

The Role of Trait Emotional Intelligence in a Gender‐Specific Model of Organizational Variables

Abstract: This article investigated the relationships between trait emotional intelligence ("trait EI" or "emotional self-efficacy") and 4 job-related variables (perceived job control, job stress, job satisfaction, and organizational commitment). Gender-specific data (N= 167, 87 females) were analyzed via multigroup structural equation modeling. Perceived job control had a negative effect on stress and a positive effect on satisfaction. Stress had a negative effect on satisfaction, which, in turn, had the strongest positive effect oil commitment. There were many gender differences in the model, mainly concerning age, which was negatively related to control and commitment in the female sample only. Trait El had specific, rather than widespread, effects in the model. Discussion focuses on trait EI's implications in the workplace.

Locus of control at work: a meta‐analysis

Abstract: This study meta-analyzed the relationships between locus of control (LOC) and a wide range of work outcomes. We categorized these outcomes according to three theoretical perspectives: LOC and well-being, LOC and motivation, and LOC and behavioral orientation. Hypotheses reflecting these three perspectives were proposed and tested. It was found that internal locus was positively associated with favorable work outcomes, such as positive task and social experiences, and greater job motivation. Our findings are discussed in relation to research on core self-evaluation and the Big Five personality traits. Copyright © 2006 John Wiley & Sons, Ltd.

Job satisfaction in Britain: individual and job related factors

Abstract: Recently there has been a resurgence of interest in the analysis of job satisfaction variables. Job satisfaction is correlated with labour market behaviour such as productivity, quits and absenteeism. In this paper four different measures of job satisfaction are related to a variety of personal and job characteristics. The data used are from the 28 240 British employees in the Workplace Employee Relations Survey, 1997. This data set is larger and more recent than in any previous studies. Four measures of job satisfaction that have not previously been used are considered: satisfaction with influence over job; satisfaction with amount of pay; satisfaction with sense of achievement; and satisfaction with respect from supervisors. The paper contributes to the literature by analysing job satisfaction with respect to industrial composition and occupations. One of the striking findings is that those in the education and health sectors are less satisfied with their pay but more satisfied with their sense of achie...

Proactive personality and the successful job search: A field investigation with college graduates.

Abstract: The current article tests a model of proactive personality and job search success with a sample of 180 graduating college students. Using structural equation modeling, the authors tested a theoretical model that specified the relations among proactive personality, job search self-efficacy, job search behaviors, job search effort, and job search outcomes. Job seekers were surveyed at 2 separate points in time, once 3-4 months prior to graduation and once 2-3 months following graduation. The results suggest that proactive personality (a) significantly influenced the success of college graduates' job search, (b) was partially mediated through job search self-efficacy and job search behavior, and (c) was independent of self-esteem and conscientiousness. The findings are discussed in terms of their general implications for understanding the nature of the process through which distal personality factors, such as proactive personality, affect the nature and success of an individual's job search.

Effects of disposition on hospitality employee job satisfaction and commitment.

Abstract: Purpose – The main purpose of this paper is to investigate the relationship of job attitudes to personality traits in a hospitality setting.Design/methodology/approach – The author uses a questionnaire at two hotel chains in the western US to ascertain the variables. Employees that are surveyed are all non‐management personnel.Findings – The author finds that job attitudes, specifically, organizational commitment and job satisfaction are significantly related to the personality traits, the big five and locus of control.Research limitations/implications – The number of hotel employees studied is 159. A larger sample size could increase the validity of the findings.Practical implications – This paper encourages hotel management to consider the use of personality tests in the selection of hotel employees as the results suggest that certain traits are related to an employee's job satisfaction and organizational commitment.Originality/value – The paper is original in the sense that prior work has mainly focuse...

Integrating situational and dispositional determinants of job satisfaction: findings from three samples of professionals.

Abstract: Job satisfaction can be conceptualized as a function of situational conditions, personal characteristics, and interactions between both groups of variables. The authors compared the relative predictive power of these determinants in 3 samples of professionals (total N = 1,065). Perceived job characteristics (qualification possibilities, social support, stress, autonomy, participatory leadership) uniquely explained 7-22% of the variance in job satisfaction, and dispositional factors (Big Five, occupational self-efficacy, work centrality, mastery goals) uniquely explained 8-12% of the variance. Dispositional influences were partially mediated by perceived job characteristics. Interactions between situational and dispositional factors were of little significance. The authors concluded that perceived job characteristics (especially autonomy and participatory leadership) are important determinants of job satisfaction, and neuroticism is an important determinant as well. Highly educated professionals' job satis...

Which is a Better Predictor of Job Performance: Job Satisfaction or Life Satisfaction?

Abstract: Will people who are happy with their jobs exhibit superior job performance? Researchers have examined the “happy worker is a productive worker” postulation for decades and concluded the relationship between job satisfaction and job performance is not as strong as one would expect. The current research investigates possible explanations, including operationalizations of the satisfaction and performance variables. Using information from 87 respondents and their supervisors, the addition of life satisfaction and organizational citizenship behavior to the model was tested. Results moderately supported the addition of life satisfaction to increase our ability to predict in- and extra-role job performance.

The Link Between the Quality of the Supervisor–Employee Relationship and the Level of the Employee's Job Satisfaction

Abstract: This study explores Leader–Member Exchange Theory (LMX Theory), which theorizes when leaders and followers have good exchanges or high quality effective LMX relationships, they share mutual trust, feel better, accomplish more, and the overall unit performance within organization is enhanced. The specific focus of this study is on whether high-quality leader member exchange is positively related to job satisfaction, which can lead to positive outcomes for organizations and ultimately provide organizations the solution to remaining competitive in this new economy. The findings were discussed from the perspective of the advantages available to organizations relative to the many positive organizational outcomes that result from high-quality effective LMX and individual job satisfaction for employees.

Job Satisfaction and Quitting Intentions: A Structural Model of British General Practitioners

Abstract: A structural model of job satisfaction and quitting intentions is estimated using data from a survey of general practitioners in the UK. Previous research has used reduced form models, making the interpretation of coefficients problematic. The use of a structural recursive model helps to clarify the relationships between intentions to quit, overall job satisfaction, domains of job satisfaction and personal and job characteristics. Job and personal characteristics have a direct effect on job satisfaction in addition to their indirect impact through job satisfaction domains. Job satisfaction domains have a direct effect on intentions to quit, in addition to their effect via overall job satisfaction. The structural approach provides a richer interpretation of the role and effect of job characteristics on job satisfaction and intentions to quit than is found in previous research. This is particularly relevant in some public sector labour markets, where the opportunity to alter wages to compensate for the relative advantages and disadvantages of jobs is limited because of national wage bargaining.

The Effect of Gender on Job Satisfaction and Organizational Commitment in Kuwait

Abstract: This study explored the effect of gender on employees 'perception of job satisfaction and organizational commitment in Kuwait. The study was conducted on 436 employees (213 females and 223 males) in five Kuwaiti government ministries. Mean t-tests, correlation, and one-way analysis were employed to analyze the data. In this study no significant differences were found with regard to gender. Introduction The existing literature on women and work has often highlighted gender roles as a key issue for women in employment (Elizur & Koslowsky, 2001). The influences of gender role on women's job attitudes and behaviors are considered to be subtle, and deserving of more careful studies (Scandura & Lankau, 1997). Among the possible sex differences that have received attention are job attitudes, work values, and other reactions to the world of work (Lefkowitz, 1994). According to Rokeach (1979) the more commonly used measures of attitudes in organizational psychology are job satisfaction and organizational commitment. The personal characteristics/work attitude relationship might be different for different workers in different organizations in different countries within different cultures (Metle, 1997). Therefore, the research presented here focuses on Kuwaiti male and female employees and also tests the validity of some previously held hypotheses on organizational commitment and job satisfaction. An important question is whether Kuwaiti females are, at least, as committed and satisfied with their jobs when compared with their male counterparts? This paper attempts to answer this question and examines the effects of gender on the organizational commitment and job satisfaction of Kuwaiti employees. The intent of this study is to identify significant differences and areas for consideration, and not to speculate on the basis for these differences or to prescribe universal policy recommendations. Gender and Job Satisfaction Several researchers have examined the relationship between job satisfaction and gender (Mason, 1995). However, the results of the many studies concerning the relationship between job satisfaction and gender of the employees have been contradictory. In fact, from the 1950s to date, the findings regarding gender differences in job satisfaction have been inconsistent (Hickson and Oshagbemi, 1999). While some studies have found women to be more satisfied than men (Ward and Sloane, 1998), other studies have found men to be more satisfied than women (Forgionne and Peters, 1982). However, it is important to note that most of the studies in this area report no significant differences between the two genders in relation to job satisfaction (Mottaz, 1986). For example, Witt and Nye ( 1992) found that no conclusive evidence with regard to the levels of satisfaction among men and women has been reported. Moreover, Manning (2002) confirmed similarities in male and female mangers' job satisfaction. Also, gender was found to have no significant impact on job satisfaction (Dole & Schroeder, 2001). In their study of job satisfaction in the Nordic countries, Eskildsen, Kristensen, & Westlund (2004) found that there is no significant difference between the genders with respect to job satisfaction. Although females do feel discriminated against, nevertheless they are as satisfied with their jobs as are males are (Dolliver, 2003). Oshagbemi (2003) in a study concerned about personal correlates of job satisfaction, have found that gender is not significantly associated directly with the overall job satisfaction. Last but not least, Donohue & Hey wood (2004) have found no gender satisfaction gab between younger U.S. workers. Thus the following hypotheses result: H1: There is no significant relationship between gender and job satisfaction. H2: Men and women have the same level of job satisfaction. Gender and Organizational Commitment The relationship between gender and organizational commitment has also remained unclear. …

Core self‐evaluations and salespeople

Abstract: A schemata drawn from the literature addressing core self-evaluations was tested with the use of a sample of commissioned salespeople. Research propositions were tested for the internal locus of control, high self-efficacy beliefs group and for the external locus of control, low self-efficacy group of salespeople. Support was derived for several of the propositions. However, the relationship between performance and cell membership indicated that both internal, high self-efficacy beliefs salespeople and external, high self-efficacy beliefs salespeople perform at a higher level than those in the other cells. © 2006 Wiley Periodicals, Inc.

The Relationship between International Study Tour Effects and the Personality Variables of Self-Monitoring and Core Self-Evaluations.

Abstract: The purpose of this article is to extend the existing literature by assessing the effects of an international business study tour in terms of participants’ perceived cross-cultural connectivity and professional development, and then examining those results in light of two personality traits among participants— self-monitoring and core self-evaluations.

[Two scales for job stress and psychological health investigation: type-A personality and job satisfaction].

Abstract: PURPOSE The purpose of the present study is to investigate the psychometric properties of two instruments developed to measure Type-A behaviors and job satisfaction, two important variables mentioned in the stress literature. METHOD The data were collected from two different samples, one composed of 426 bank personnel, the other composed of 94 adults working in a private company. The findings are presented separately under the titles Study I and Study II. In both of the studies the assessment instruments used were: Stress Audit (Symptoms), Stress Audit (Vulnerability), Stress Coping Behaviors, Job Satisfaction Scale, and Type-A Behaviors Inventory. RESULTS For both of the instruments, the studies were based on factor analyses. For Type-A Behaviors Inventory the analyses revealed 4 factors, while for Job Satisfaction Scale they revealed 6 factors. The factor subscales developed from these factors were found to have satisfactory Cronbach's alphas. For Type-A Behaviors Inventory they ranged between .40 and .90; whereas for Job Satisfaction Inventory these values were between .53 and .94. Both studies also included correlational analyses to specify the criterion validity values of the two instruments. CONCLUSION The findings revealed that both of the instruments had satisfactory psychometric values, indicating that they can be reliably used in health psychology and job stress studies.

Pengaruh masa kerja, trait kepribadian, kepuasan kerja, dan iklim psikologis terhadap komitmen dosen pada universitas indonesia

Abstract: The objective of this research are: (1) to verify that tenure and personality trait as personal factors along with job satisfaction and psychological climate as environmental factors affect organizational commitment, and (2) to compare the organizational commitment of lecturers with that of employees in other fields. Respondents of this research are lecturers of Universitas Indonesia who have been working more than one year. Research findings show that tenure, kindness trait, and job satisfaction have direct effects on organizational commitment, while psychological climate has an indirect effect through job satisfaction. These findings strengthen other researches that show how personal and environmental factors affect organizational commitment. keywords: organizational commitment, tenure, personality trait, job satisfaction, psychological climate

Broad and narrow personality traits in relation to the job performance of camp counselors

Abstract: We examined personality traits important for the job performance of summer camp counselors, including several of the Big Five and narrow personality traits. Performance was based on two composite scales: social performance and task performance. The personality traits of work drive, extraversion, nurturance, agreeableness, and conscientiousness were significantly related to the social performance measure, and the traits of customer service orientation, work drive, extraversion, nurturance, agreeableness, emotional stability, and conscientiousness were significantly related to the Task Performance measure. Results from the stepwise regression indicate that the traits of agreeableness and extraversion were the best predictors for the social performance measure, while work drive was the best predictor for task performance. Expectancy tables illustrated the large differences in job performance between employees in the upper and lower thirds on selected traits. Results were discussed in terms of the Big Five model, directions for future research, study limitations, and practical advantages of using personality measures in the pre-employment screening process for camp counselors.

A Study of the Reward and the Job Satisfaction Perceived by Nurses

Abstract: Purpose: This study was performed to examine the level of reward's importance and job satisfaction perceived by nurses, understand how nurses' demographics, reward and reward's subcategories affected their job satisfaction. Method: The data were collected at the six general hospitals in five cities, Korea from July 15th to August 26th, 2005. Two questionnaires were used. One was the important level of reward and the other was job satisfaction. The data were analyzed by SPSS/PC ver 12.0. Result: The average scores of reward and job satisfaction were and of 5.0 that was full mark. In differences of the important level of reward, marital status was the only different characteristics. In differences of job satisfaction, age, education level, working period, and position had differences significantly. Among the job satisfaction and the reward's subcategories, there was the only significant correlation between the job satisfaction and the job contentment reward. And nurses' job contentment reward and position explained 40.5% of their job satisfaction Conclusion: Nurses' job contentment reward and position should be first considered in order to improve their job satisfaction. Since nurses' job contentment reward is the most important factor to improve their job satisfaction, a special strategies that can develop their job contentment reward is needed to nursing managers.

Differences in job dissatisfaction across europe

Abstract: Using the European Community Household Panel, this paper analyzes the determinants of job dissatisfaction in a European cross-country setting. Our analysis framework allows us to consider the role played by different job characteristics as well as by emotional aspects such as mood and personality traits. We find big differences in the reported job dissatisfaction across countries which seem due, at least in part, to cultural diversity. We explain job dissatisfaction by using variables measuring different job characteristics and the rank by importance of these job characteristics seems quite similar across coun tries. Type of work and earnings are the most important determinants of job dissatisfaction in all countries. Moreover, we find that satisfaction measures with different job characteristics are more significant in explaining job satisfaction than objective measures. There are two potential explanations for this result. First, satisfaction measures may depend on personality traits and mood and this dependence can cause a spurious association between job satisfaction and other satisfaction measures. Second, job satisfaction is a relative measure and, as such, it is probably better explained by earnings, or other job characteristics, relative to a comparison group. Since satisfaction measures with different job characteristics are relative measures with respect to a comparison group implicitly self-defined by the people, they better explain job dissatisfaction. One of the most popular questions about happiness, addressed by economists and other social scientists, is: does mo ney make people happier and, if yes, is it the main determinant of happiness? A few empirical studies have tried to answer to this question by estimating the relationship between income and life satisfaction 1 and, more in general, relationships between monetary and subjective measures of well-being, say money-happiness relationships.2 In this paper we verify whether earnings make people happier with their jobs and whether earnings are the main explanation to job satisfaction in different European countries. Contradictory and puzzling results have been found in empirical studies examining money-happiness relationships. Income (or earnings) seems to be a relevant 1 In this paper satisfaction is defined as a self-reported subjective measure of wellbeing or happiness.

Job Satisfaction of Female Workers in Different Garments Factories in Dhaka City: An Intertemporal Comparison

Abstract: ** Abstract: Job satisfaction is an attitude that reflects the extent to which an individual is gratified by or fulfilled in his/her job. It is an affective or emotional response toward various facets of one's job. This meaning of job satisfaction implies that job satisfaction is not a unitary concept. Rather a person can be relatively satisfied with one aspect of his or her job and dissatisfied with one or more other aspects. Thus, we can differentiate at least two aspects of job satisfaction ⎯ facet satisfaction and overall satisfaction. Facet satisfaction is the tendency for an employee to be more or less satisfied with various facets of his or her job. A large number of related research has been conducted in different countries including Bangladesh. Alam (1986) conducted a research on the job satisfaction of female workers in different garment factories in Dhaka City in 1983. He measured the level of overall satisfaction and analyzed the nature of facet satisfaction of 200 female workers. He concluded that a minor percentage of female workers in different garment factories are satisfied with their jobs, and there is a positive relationship between their level of job satisfaction and the level of wages/salaries and other identified factors. The objective of the present study is to measure the overall level of job satisfaction of female workers in different garment factories and to identify factors contributing to job satisfaction and factors contributing to job dissatisfaction. The present study also ranks all identified factors according to their relative importance by using a formula developed by Alam in 1983 (Alam, 1986). Finally, the present study makes intertemporal comparisons of overall job satisfaction level and of the nature of facet satisfaction over the twenty two-year period (between 1983 and 2005). Such intertemporal comparisons are necessary because of the fact that over the last twenty two years, as the garment industries of the country has expanded significantly, the nature of human resource management in this sector has changed in many aspects. As a result, job satisfaction status and the absolute as well as relative importance of factors contributing to satisfaction level are expected to change. 1. Introduction and Related Research Job satisfaction is an attitude that reflects the extent to which an individual is gratified by or fulfilled in his/her job. In simple words, job satisfaction essentially reflects the extent to which an individual likes his or her job. Formally defined, job satisfaction is an affective or emotional response toward various facets of one's job. This definition implies that job satisfaction is not a unitary concept. Rather a person can be relatively satisfied with one aspect of his or her job and dissatisfied with one or more other aspects. Thus, we can differentiate at least two aspects of job satisfaction ⎯ facet satisfaction and overall satisfaction. Facet satisfaction is the tendency for an employee to be more or less satisfied with various facets of his or her job. Some of these important facets are: the work itself, salary, promotions, recognition, the work itself, working conditions, job security, supervision, and co-workers. On the other hand, an overall satisfaction is an overall, or summary, indicator of a person's attitude toward his or her job that cuts across the various facets. In a sense, overall satisfaction is an average or total of the attitudes individuals hold toward various facets of the job. Thus, two workers might express the same level of overall satisfaction for different reasons. Specifically, they would have offsetting attitudes toward various facets of the job.

Job Satisfaction among High School Athletic Administrators

Abstract: Coaching and supervising high school sport programs can be a rewarding but stressful career. Many researchers have identified a close relationship between occupational stress and job satisfaction, or how one feels about the job(Burke 1971; Buck, 1972; Howard, 1978). Most studies of job satisfaction in education have tended to focus on teachers. Much less attention has been paid to the effects of a stressful environment on the effectiveness of high school coaches and other athletic administrators, particularly those serving in a dual or multi-role capacity. There is not an abundance of data that has indicated a strong relationship between job satisfaction, performance, stress, and health. Nevertheless, the job satisfaction problems often seen in the business world, are also present in the highly visible, competitive world of athletics. Hoppock (1935) defined job-satisfaction as any combination of psychological, physiological, and environmental circumstances that causes a person to say "I am satisfied with my job." Similarly, Locke (1969) viewed overall job satisfaction as "the pleasurable emotional state resulting from the appraisal of one's job as achieving or facilitating the achievement of one's values" (p.316). He explained that values exist in relation to their perceived effects on the individual. Thus, "the causes of job satisfaction are not in the job nor solely in man but lie in the relationship between them" (p.319). Davis (1981) surveyed 246 public school teacher/coaches to determine their job satisfaction levels. The researcher's survey identified relationships with coworkers and challenging work as being more valuable than resource adequacy or financial rewards. The investigator further reported that the work climate, morale, and communication patterns also affected overall job satisfaction. Parkhouse and Johnson conducted a study of 37 departments and 229 athletic administrators from large schools throughout the nation. The Job Descriptive Index (JDI) was used to evaluate job satisfaction levels. Personal growth and autonomy were the top items indicated or desired for high job satisfaction. The above studies gives support to Herzberg et. al., (1959) theory which indicated that factors relating to job satisfaction were intrinsic (e.g., the work itself, personal growth and development) in nature. Those factors that were concerned with job content and job dissatisfaction were extrinsic in nature. These studies were further supported by the research of Johnson, Oliver, Herman, & Levick (1982). They noted that the work environment, relationship with co-workers, and a person's perceived position within the organization may affect job satisfaction levels the most. Much of the literature has indicated that much of the dissatisfaction of athletic administrators comes from performing dual or multi-roles. Most athletic administrators including coaches are required to perform some teaching duties in their work setting. Rog (1984) emphasized that teaching and coaching are separate jobs with some very large and critical differences. An athletic administrator job duties include planning and conducting interscholastic practice sessions, motivating highly skilled athletes, preparing the athletic program budget, fund-raising, scheduling games, teaching, and many other pertinent duties. Many educators use the term "role conflict" to identify any situations where there are incompatible expectations for the different roles--for example, high expectation for the athletic programs and lower expectation in the academic programs. …

Does social support moderate between job autonomy and job satisfaction

Abstract: Subject: Does social support moderate between job autonomy and job satisfaction? Key terms: Banking group, job satisfaction, job autonomy, social support The success of the future for South African organisations relies heavily on its leadership, rather than on its management. Transformational leadership is critical to modem business, especially within the South African context. Transformational leadership is essentially about instilling a sense of purpose. in those who are led, and encouraging commitment by empowering employees through growth and development. This enables employees the opportunity to adapt and grow within organizations. The leader promotes change by creating a motivational climate which enhances growth, development, commitment, goal achievement and enjoyment. In order to facilitate the requirements of such an environment the employee needs social support that would enable job autonomy and ultimately job satisfaction. The objective of this study was to investigate the moderating effect of social support between job autonomy and job satisfaction, and to see if job satisfaction of employees in a large banking group can be predicted by their experience ofjob autonomy and social support in the workplace. The study was conducted within one of South Africa's leading financial institutions. In order to achieve the study objectives, data was collected from a sample (n=178) which consisted of employees ranging from junior management (CIT levels) to middle management (MIP levels). Descriptive and inferential statistics were used to analyse the data. Stepwise multiple regression analyses were carried out to determine whether the independent variables hold any predictive value regarding the dependent variable (job satisfaction). The results of the multiple regression revealed that gender had no effect in predicting participants' job satisfaction, indicating that effects for the other variables may operate similarly for males and females. It was found that participants' experience of autonomy, and the support they reveive from colleagues are important in predicting their experiences of job satisfaction. However, the moderating effect of social support (from either colleagues or supervisor), was not supported in this research. This finding indicates that social support does not play a role in the translation of the experience of autonomy in job satisfaction.

Dispositional causes of job satisfaction: seeking complexity in job as a mediator.

Abstract: The article looks at the connections that exist between a person's disposition and their level of job satisfaction. The author explains that proposed theories in this area since it was first sugges...

The Effect of Individual, Psychological, and Job-related Variables on Retirement Expectations

Abstract: The purpose of this study was to investigate the variables on employees' retirement expectations divided into imposed frustration, new beginning, transition to rest, and continuing. Independent variables were individual(gender, age, occupation, income, education, and health condition), psychological(self-esteem, locus of control, attitude of leisure, and attitude of family), and job-related variables(job attitude, job satisfaction, and job stability). In order to achieve this purpose, a survey was conducted with 515 employees from Daegu and Kyungpook. Retirement expectations were measured with questionnaire based on several studies. The data analyzed by frequency, percentage, mean, factor analysis, Cronbach's , correlation, and multiple regression. The major findings were as follows. First, imposed frustration was affected by income, self-esteem, locus of control, job satisfaction, job attitude, and job stability. Second, new beginning was affected by self-esteem, locus of control, attitude toward leisure and family, and job stability. Individual variables were not statistically significant predictors of new beginning. Third, transition to rest was affected by locus of control, attitude toward family, job satisfaction, job attitude, and job stability. Individual variables were not statistically significant predictors of transition to rest. Finally, continuing was affected by age, education, job satisfaction. Psychological variables were not statistically significant predictors of continuing.

Moderating effect of negative affectivity on the job satisfaction-turnover intentions and justice-turnover intentions relationships

Abstract: v Introduction 1 Negative Affectivity 1 Job Satisfaction 3 Justice 5 Turnover Intentions 7 Affective Disposition as a Moderator of Turnover Intentions and Search Behavior 9 Method 15 Participants 15 Measures 15 Demographics 15 Affective Dispositions 15 Job Satisfaction 16 Justice 16 Intention to Quit 17 Search Behaviors 17

Perceived Stress, Performance Appraisal Discomfort and Core Self-evaluation in a Non-Western Context.

Abstract: The study is an exploratory investigation of the relationship among perceived stress, performance evaluation discomfort and beliefs, and employee’s self-evaluation – specifically core self-evaluation. Little has been done exploring perceived stress as a possible consequence of the discomfort experienced by appraisers and this study attempts to fill this gap. This cross-sectional survey obtained usable data from 167 public and private sector employees in Gaborone, Botswana, with about 81% from the public sector. Respondents were 51.5% males, 45% unmarried and 54% having over 10 years work experience. Respondents were well educated with 70% possessing basic university degree or higher and over 65% earned over $1500.00 monthly indicating a fairly well paid African sample. Data were collected using structured questionnaires with 47 standardised items from four scales (perceived stress – 10, performance appraisal discomfort – 20, performance appraisal beliefs – 5 and core self-evaluation – 12). Data was analysed using Pearson’s coefficient correlation multiple regression (stepwise). The result indicated direct but insignificant correlation between performance appraisal discomfort and performance appraisal belief; inverse relationship between performance appraisal discomfort and perceived stress; inverse relationship between performance appraisal discomfort and core self-evaluation. All these results though in the predicted direction were non-significant. A significant and direct relationship was however found between perceived stress and core self-evaluation. This is perhaps indicative of a strong link between how a person sees, views and values self as a possible reflection of the state of the individual’s perceived stress. Also core self-evaluation and performance appraisal discomfort emerged as predictor variables for perceived stress, with the former being the stronger predictor and together explaining about 7% of the variance. Limitations and future research direction include: the small number of predictor variables explored; a need for cross-cultural and multi-cultural investigation of the variables to enhance and enrich our understanding of the constructs; and a sampling limitation imposed by a somewhat self-selecting organisational sample used. Managerial implications include: albeit performance appraisals are infrequently done, the importance attached to it by managers and organisations makes discomforts with it critical as issues such as individual advancement, reward obtainable and disciplinary issues are all associated with it. Similarly core self-evaluation may be a key to high levels of individual performance. These issues may impact on perceived and actual stress experienced by individuals hence the need to direct more attention to the investigation of this linkage – a process that this study attempts to promote.