Showing papers on "Core self-evaluations published in 2007"
TL;DR: The use of personality tests in high-stakes selection environments was discussed in a panel discussion held at the 2004 SIOP conference as discussed by the authors, where five former journal editors from Personnel Psychology and the Journal of Applied Psychology (2 primary outlets for such research) came to the conclusion that faking on self-report personality tests cannot be avoided and perhaps is not the issue.
Abstract: Although long thought to be unrelated to job performance, research in the early 1990s provided evidence that personality can predict job performance. Accompanying this research was a resurgence of interest in the use of personality tests in high-stakes selection environments. Yet there are numerous potential problems associated with the current operational use of personality. As such, 5 former journal editors from Personnel Psychology and the Journal of Applied Psychology (2 primary outlets for such research), who have collectively reviewed over 7,000 manuscripts and who have no vested interest in personality testing, reconsider the research on the use of personality tests in environments where important selection decisions are made. Their comments are based on a panel discussion held at the 2004 SIOP conference. Collectively, they come to several conclusions. First, faking on self-report personality tests cannot be avoided and perhaps is not the issue; the issue is the very low validity of personality tests for predicting job performance. Second, as such, using published self-report personality tests in selection contexts should be reconsidered. Third, personality constructs may have value for employee selection, but future research should focus on finding alternatives to self-report personality measures.
606 citations
TL;DR: In this paper, the authors examined the relationship among psychological well-being, job satisfaction, and employee job performance with employee turnover, and found that job satisfaction was most strongly related to turnover when well being was low.
567 citations
TL;DR: In this article, the authors comprehensively summarize previously published meta-analyses on (a) the optimal and unit-weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) incremental validity of personality measures over cognitive ability.
Abstract: Personality constructs have been demonstrated to be useful for explaining and predicting attitudes, behaviors, performance, and outcomes in organizational settings. Many professionally developed measures of personality constructs display useful levels of criterion-related validity for job performance and its facets. In this response to Morgeson et al. (2007), we comprehensively summarize previously published meta-analyses on (a) the optimal and unit-weighted multiple correlations between the Big Five personality dimensions and behaviors in organizations, including job performance; (b) generalizable bivariate relationships of Conscientiousness and its facets (e.g., achievement orientation, dependability, cautiousness) with job performance constructs; (c) the validity of compound personality measures; and (d) the incremental validity of personality measures over cognitive ability. Hundreds of primary studies and dozens of meta-analyses conducted and published since the mid 1980s indicate strong support for using personality measures in staffing decisions. Moreover, there is little evidence that response distortion among job applicants ruins the psychometric properties, including criterion-related validity, of personality measures. We also provide a brief evaluation of the merits of alternatives that have been offered in place of traditional self-report personality measures for organizational decision making. Given the cumulative data, writing off the whole domain of individual differences in personality or all self-report measures of personality from personnel selection and organizational decision making is counterproductive for the science and practice of I-O psychology.
542 citations
TL;DR: In this paper, a comprehensive investigation of the criterion and incremental validity of trait emotional intelligence (trait EI or trait emotional self-efficacy) is presented, which is defined as a constellation of emotion-related self-perceptions and dispositions located at the lower levels of personality hierarchies.
Abstract: This paper presents a comprehensive investigation of the criterion and incremental validity of trait emotional intelligence (trait EI or trait emotional self-efficacy), which is defined as a constellation of emotion-related self-perceptions and dispositions located at the lower levels of personality hierarchies (Petrides & Furnham, 2001). In Studies 1 and 2 (N � /166 and 354, respectively) trait EI is shown to be related to measures of rumination, life satisfaction, depression, dysfunctional attitudes, and coping. Most relationships remained statistically significant even after controlling for Big Five variance. In Study 3 (N � /212) trait EI is shown to be related to depression and nine distinct personality disorders. Most relationships remained significant, even after controlling for positive and negative affectivity (mood). It is concluded that trait EI has a role to play in personality, clinical, and social psychology, often with effects that are incremental over the basic dimensions of personality and mood.
438 citations
TL;DR: In this article, the authors examined the effect of the Big Five personality dimensions (extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience) on hotel employees' job burnout.
307 citations
TL;DR: Overall, it appears that individuals with positive core self-evaluations are particularly adept at translating early advantages into later economic success.
Abstract: The authors examined (a) whether core self-evaluations in adolescence and young adulthood predict income at midlife and (b) whether people with positive core self-evaluations are more likely to capitalize on advantages resulting from family socioeconomic status and academic achievement, resulting in even higher levels of income at midcareer. The sample consisted of participants from the National Longitudinal Survey of Youth, a national probability sample that first surveyed participants in 1979. The authors found that core self-evaluations and family socioeconomic status and academic achievement predict income and that, furthermore, high core self-evaluations enhance the benefits derived from these factors. Overall, it appears that individuals with positive core self-evaluations are particularly adept at translating early advantages into later economic success.
283 citations
TL;DR: In this article, the authors examined the impact of work-family conflict and family facilitation on work and family outcomes and explored the influence of core self-evaluations (CSE) among these relationships.
267 citations
TL;DR: In this article, the authors used meta-analytic data to show that the job satisfaction-job performance relationship is largely spurious and that the satisfaction-performance relationship was partially eliminated after controlling for either general personality traits (e.g., Five Factor Model traits and core self-evaluations) or for work locus of control.
264 citations
TL;DR: In this paper, it was found that job involvement affects absenteeism more if job satisfaction is low as this indicates a situation with weak constraints, and the hypothesized interaction was significant for both indicators of absence behaviour.
Abstract: Correlations between absenteeism and work attitudes such as job satisfaction have often been found to be disappointingly weak. As prior work reveals, this might be due to ignoring interactive effects of attitudes with different attitude targets (e.g. job involvement and organizational commitment). Drawing on basic principles in personality research and insights about the situational variability of job satisfaction judgments, we proposed that similar interactions should be present also for attitudes with the same target. More specifically, it was predicted that job involvement affects absenteeism more if job satisfaction is low as this indicates a situation with weak constraints. Both attitudes were assessed in a sample of 436 employees working in a large civil service organization, and two indexes of absence data (frequency and time lost) were drawn from personnel records covering a 12-month period following the survey. Whereas simple correlations were not significant, a moderated regression documented that the hypothesized interaction was significant for both indicators of absence behaviour. As a range of controls (e.g. age, gender, job level) were accounted for, these findings lend strong support to the importance of this new, specific form of attitude interaction. Thus, we encourage researchers not only to consider interactions of attitudes with a different focus (e.g. job vs. organization) but also interactions between job involvement and job satisfaction as this will yield new insights into the complex function of attitudes in influencing absenteeism. © 2007 The British Psychological Society.
208 citations
TL;DR: In this paper, the authors examined the effect of uncertainty-related antecedents on the frequency of upward and downward social comparison in job search behaviors and found that role ambiguity, task autonomy, and core self-evaluations were significant predictors of upward social comparison.
206 citations
TL;DR: The authors extended social exchange theory to include perceptions of the total job situation and developed a model that positions job satisfaction as a mediator of the relationships between various internal and external antecedent variables, and three volitional workplace behaviours: citizenship behaviours, counterproductive workplace behaviours, and job withdrawal.
Abstract: Job satisfaction's position within the nomological network and the mechanism outlined by theories of social exchange suggest that job satisfaction functions as a mediator of the relationship between various antecedent variables and volitional workplace behaviours. We extend social exchange theory to include perceptions of the total job situation and develop a model that positions job satisfaction as a mediator of the relationships between various internal and external antecedent variables, and three volitional workplace behaviours: citizenship behaviours, counterproductive workplace behaviours, and job withdrawal. The fit of a fully mediated model is good and all four classes of antecedents (dispositions, workplace events, job characteristics, job opportunities) contributed uniquely to the prediction of satisfaction. Job satisfaction is also shown to mediate most antecedent-consequence relationships, although two important exceptions are evident. A direct link from pro-social disposition to OCBs, and a direct link and one from anti-social disposition to counterproductivity, suggest that job satisfaction does not fully moderate the relationships between dispositions and contextual behaviours.
TL;DR: Higher quality relationships with their immediate supervisor were associated with greater manager structural and psychological empowerment and, consequently, greater job satisfaction, suggesting that both situational and personal factors are important determinants of satisfying work environments for nurse managers.
Abstract: Objective:The purpose of this study is to test a theoretical model linking nurse managers' perceptions of the quality of the relationship with their supervisors, and empowerment to job satisfaction, and to examine the effect of a personal dispositional variable, core self-evaluation, on the relation
TL;DR: In this paper, the authors investigated the constellation of two Big Five traits (Emotional Stability and Extraversion) in predicting job performance and found that the combination of emotional stability and extraversion may be more important to performance than either trait in isolation.
Abstract: This study investigated the constellation of 2 Big 5 traits—Emotional Stability and Extraversion—in predicting job performance. Two forms of the constellation, one indirect (a statistical interaction) and the other direct (a measure of the intersection between the traits from the Big 5 circumplex), were used to predict job performance. Data were collected from employees and their supervisors at a regional health and fitness center. Results indicated that both measures predicted performance, even when controlling for the “main effects” of Emotional Stability and Extraversion, as well as 2 other relevant Big 5 traits (Agreeableness and Conscientiousness). These results suggest that the combination of Emotional Stability and Extraversion—reflecting a “happy” or “buoyant” personality—may be more important to performance than either trait in isolation. In the past 15 years, the scientific currency of dispositional explanations of organizationally relevant behavior has undergone a radical transformation. Although 40 years ago Guion and Gottier (1965) expressed pessimism regarding the validity of personality measures in personnel selection decisions, in contemporary research this review is usually cited as an example of how far research has advanced. J. Hogan and Holland (2003) summarized, “Since 1990, meta-analytic reviews have shown that personality measures are useful predictors of job performance” (p. 100). Barrick and Mount (2005, p. 359) conclude, “Research, based on a constructoriented approach primarily using the ‘Big Five’ traits, has consistently shown that personality predicts job performance across a wide variety of outcomes.”
TL;DR: The findings that Extraversion and Teamwork Disposition were related to job and career satisfaction contravenes job descriptions and career planning advice, suggesting that independent introverts are better suited for IT work.
Abstract: Personality traits were examined in relation to job satisfaction and career satisfaction for 1059 information technology (IT) professionals. As hypothesized, eight traits were significantly related to both job and career satisfaction: Assertiveness, Emotional Resilience, Extraversion, Openness, Teamwork Disposition, Customer Service Orientation, Optimism, and Work Drive. Regression analyses indicated that sets of three and four traits accounted for 17 and 25%, respectively, of job and career satisfaction variance. As expected, career satisfaction correlations were of generally higher magnitude than corresponding job satisfaction correlations. Results were interpreted in terms of IT research and theorizing. The findings that Extraversion and Teamwork Disposition were related to job and career satisfaction contravenes job descriptions and career planning advice, suggesting that independent introverts are better suited for IT work. Given that adult personality is antecedent to work experiences, it was suggested that future research proposing to show the effects of work-related factors such as pay and challenge on job or career satisfaction should first control for personality traits. Other practical and theoretical implications were noted.
TL;DR: In this article, the authors examined the moderating influence of communication satisfaction on the association between individual-job congruence and both job performance and job satisfaction, and found that satisfaction with communication received weak support as a moderator of the individual-employee congruency model; nevertheless, it received strong support as the main predictor of both performance and satisfaction.
Abstract: Purpose – The purpose of this paper is to examine the moderating influence of communication satisfaction on the association between individual‐job congruence and both job performance and job satisfaction.Design/methodology/approach – Moderated regression analysis was used to assess data collected from 302 employees addressing the research variables of job scope, growth need strength, satisfaction with communication, job performance, and job satisfaction.Findings – Satisfaction with communication received weak support as a moderator of the individual‐job congruence model; nevertheless, it received strong support as a main predictor of both performance and satisfaction.Research limitations/implications – Low statistical power frequently reflected by moderated regression analysis may explain the weak support communication satisfaction received as a moderator. Different approaches for solving the presence of low power are discussed. On the other hand, the elusive venture of promoting and experiencing satisfac...
TL;DR: This article tested the core hypotheses of Karasek's job demand-control model: high job demands (workload) in combination with low job control (autonomy) increase strains and increase learning and development in the job.
Abstract: This study tests the core hypotheses of Karasek's job demand-control model: high job demands (workload) in combination with low job control (autonomy) increase strains (job dissatisfaction; strain hypothesis), whereas high job demands in combination with high job control increase learning and development in the job (here: learning new skills in the first job; learning hypothesis). These hypotheses are tested in two ways: (a) the mere combination of both job characteristics is associated with the expected outcomes, and (b) a statistical interaction between both job characteristics in predicting the outcomes is expected. A large dataset (n=2,212) of young workers in their first job was used to test all hypotheses. As young workers are presumably still in the process of adjusting themselves to their work environment, we expected that the effects of work characteristics on work outcomes would be stronger for this group than for more experienced workers. The results confirm both the strain and the lea...
TL;DR: The authors investigated the role that core self-evaluations (CSE) plays on the relationship between subjective well-being (SWB) and health functioning and found that individuals who have positive emotions and/or are satisfied with their lives and simultaneously are high CSE are more likely to demonstrate good physical health functioning.
TL;DR: Results revealed that core self-evaluations were positively related to managers' service quality orientation, even after dimensions of the Big Five model of personality were controlled, and that servicequality orientation fully mediated the relationship between personality and global service climate.
Abstract: This article conceptually and empirically explores the relationships among manager personality, manager service quality orientation, and climate for customer service. Data were collected from 1,486 employees and 145 managers in grocery store departments (N = 145) to test the authors' theoretical model. Largely consistent with hypotheses, results revealed that core self-evaluations were positively related to managers' service quality orientation, even after dimensions of the Big Five model of personality were controlled, and that service quality orientation fully mediated the relationship between personality and global service climate. Implications for personality and organizational climate research are discussed.
TL;DR: Organizational restructuring and administrative support are recommended to address the issues raised and provide recommendations for advanced nursing practice in Taiwan to illustrate the unique relationship between role stress and job satisfaction.
Abstract: Title. Role stress and job satisfaction for nurse specialists
Aim. This paper is a report of a study to illustrate the unique relationship between role stress and job satisfaction and provide recommendations for advanced nursing practice in Taiwan.
Background. International literature has shown that work role-related stress experienced by staff nurses predicts role strain, which in turn influences job satisfaction and intention to leave the job. In this study, the direct relationship between role stress and job satisfaction of nurse specialists was examined after controlling for personality trait and personal characteristics.
Method. In 2004 a convenience sample of 129 nurse specialists from five acute care teaching hospitals in Taiwan participated. They completed a questionnaire (response rate 81%) focusing on personal characteristics, the Five Factor Model of personality traits, role stress (i.e. ambiguity, conflict, overload, incompetence) and job satisfaction (i.e. professionalism, interaction, demand/reward, control/recognition). Data were analysed using hierarchical regression models.
Results. After controlling for personality traits and personal characteristics, role stress variables predicted 24·8% of the variance in job satisfaction. Role ambiguity (P < 0·001) and role overload (P < 0·01) were the best predictors, but role conflict was not statistically significant. Role stress explained statistically significant proportions of the variance for each component of job satisfaction: professionalism (10·6%), interaction (16·7%), demand/reward (27·1%) and control/recognition (18·5%). Role ambiguity predicted all four satisfaction components, role overload predicted demand/reward and role incompetence predicted interaction.
Conclusion. Organizational restructuring and administrative support are recommended to address the issues raised. Appropriate training, sufficient communications and supportive legislation are required. Future research should be conducted to evaluate the impact of these interventions.
TL;DR: The authors found that work-induced guilt had its most negative association on job and life satisfaction when individuals were unable to manage work resources.
Abstract: American workers are spending more time at work and less time at home than ever before--a consequence of which is an inability to devote adequate attention to nonwork activities. Utilizing a literal replication format (Lykken, 1968), the authors conducted two studies to examine the effects of work-induced guilt and the ability to manage work resources on job and life satisfaction. The authors found that work-induced guilt had its most negative association on job and life satisfaction when individuals were unable to manage work resources. Interestingly, the authors also found that work-induced guilt led to increases in job and life satisfaction when coupled with the ability to manage resources. Implications for theory and practice, strengths and limitations, and future research directions are discussed.
TL;DR: This article examined fairness reactions to personnel selection methods and the role of core self-evaluations (CSE) in Greece using two samples of employees (N ¼ 158) and students (n ¼ 181).
Abstract: The current study examines fairness reactions to personnel selection methods and the role of core self-evaluations (CSE) in Greece using two samples of employees (N ¼ 158) and students (N ¼ 181). Interviews, resumes, and work samples were the best-rated and most favourably appraised methods across students and employees. Students demon- strated more positive attitudes towards psychometric (i.e., ability, personality, honesty) tests than did employees. As far as the procedural dimensions are concerned, similarly to previous studies, face validity and opportunity to perform were the strongest correlates of considering personnel selection methods favourably. Overall, the relationship between fairness reactions and CSE was weak. Our findings are compared with the results from studies of other countries using similar methodologies.
TL;DR: This article found that both general mental ability and conscientiousness are important for predicting the performance of restaurant employees on the front line and that these two individual characteristics are important at different stages of an employee's job tenure.
Abstract: All hospitality operators want employees who can learn their jobs quickly and have personality traits that allow them to maintain their performance over time. Unfortunately, it is not always possible to find individuals who possess all of the desirable attributes, and thus, some degree of compromise is generally required. The prevailing view is to select those with great personalities and then train them for the technical job requirements. However, strict adherence to this perspective is not advisable. The study presented in this article found that both general mental ability and conscientiousness are important for predicting the performance of restaurant employees on the front line. Moreover, it appears that these two individual characteristics are important at different stages of an employee's job tenure. Using data from 241 line-level restaurant employees, the study found that general mental ability was a better predictor of performance for new employees, whereas conscientiousness was a better predicto...
TL;DR: In this article, the authors examined the relationship of job attitudes and personality characteristics to absenteeism in five manufacturing companies in Barbados, an English-speaking Caribbean country, and found that the most important single predictor of absence was satisfaction with co-workers.
TL;DR: The authors explored the relationship between psychotherapists' personality traits (i.e., intuition, openness for experience, and need for cognition) and their therapeutic orientation (e.g., insight versus behavior oriented).
Abstract: This study explored the relationship between psychotherapists' personality traits (i.e., intuition, openness for experience, and need for cognition) and their therapeutic orientation (i.e., insight versus behavior oriented). Results of N = 184 psychotherapists indicate a higher relationship between personality and therapeutic orientation (TO) for the later stages of their careers. Although the TO of therapists? initial psychotherapy training was only explained by their discipline (psychology, medicine) and the TO of their graduate school, their current work as well as the TO of subsequent trainings were predominantly explained by personality traits. Insight orientation was positively correlated with intuition, openess for experience, and need for cognition. The data also reveal that self-employed, open, and psychoanalytically oriented therapists indicated higher job satisfaction. Finally, the congruence between personality and current TO affected job satisfaction.
TL;DR: In this article, the authors examined the predictive power of each facet of the five-factor model of personality on job success in a Thai sample consisting of 2518 persons from seven occupations.
Abstract: The purpose of this study was to examine the predictive power of each facet of the five-factor model of personality on job success in a Thai sample. The sample consisted of 2518 persons from seven occupations. The research found that for all occupational groups neuroticism was significantly negatively correlated with job success, while extraversion and conscientiousness were significantly positively correlated with job success. Moreover, conscientiousness was the only personality trait that consistently predicted job success of persons across occupations.
TL;DR: In this article, the authors extended research on the theory of other orientation by examining the role of other orientations in the first of these two processes, and found that the relationship between beliefs about enriched job attributes and job satisfaction was weaker among persons higher in other orientation.
TL;DR: There is a need to strengthen cooperative relationships among volunteers by initiating well-planned volunteer training programs and growth groups that involve the empowerment concept with the aim of enhancing the volunteers' interpersonal relationships and job satisfaction.
Abstract: Objective: To understand the relationship between job involvement, job satisfaction, and personality traits among health volunteers in one Taiwan community. It is not easy to retain voluntary workers as part of health programs even though they have been trained. Previous research has shown that in order to increase job involvement, volunteers must effectively fulfill their needs to achieve and obtain job satisfaction.
Design and sample: Cross-sectional design. Surveys were mailed to 317 health volunteers at community health centers in I-lan County, northern Taiwan; 213 complete responses (67%) were received.
Methods: The survey instrument included sociodemographic items and scales measuring locus of control, achievement orientation, job involvement, and job satisfaction.
Results: Most respondents (94.8%) were female and their average age was 49.6 years. In terms of personality traits, most volunteers showed internal control orientation. Explainable variance for the prediction of job involvement from a combination of participation frequency, on-job training, achievement orientation, and job satisfaction was 33.6%.
Conclusions: The results suggest that there is a need to strengthen cooperative relationships among volunteers by initiating well-planned volunteer training programs and growth groups. These should involve the empowerment concept with the aim of enhancing the volunteers' interpersonal relationships and job satisfaction.
TL;DR: In this article, the authors investigated whether neuroticism moderates the relations among social support (from coworkers and supervisors) and work strain characteristics (i.e. job demands and job control) and found that high support from supervisors predicted high job control.
TL;DR: In this article, the authors evaluated the 16PF and Marital Satisfaction Inventory (MSI) in terms of their ability to predict missionary success, as measured by supervisor evaluations and attrition data.
Abstract: The present study evaluated the 16PF and Marital Satisfaction Inventory (MSI) in terms of their ability to predict missionary success, as measured by supervisor evaluations and attrition data. A sa...
TL;DR: There is a need to strengthen cooperative relationships among volunteer by initiating well-planned volunteer training programmes and growth groups with the aim of enhancing their interpersonal relationships.
Abstract: Aim. The purpose of the study was to understand the relationship between job satisfaction and personal traits in health volunteers in one community in Taiwan.
Background. Among different kinds of community resources, the human resource is most essential for the process of developing healthy communities and cities. However, it is not easy to keep voluntary workers as part of health programmes even though they have been trained. Previous research has shown that to increase the job satisfaction of such a person, the volunteer needs to improve effectively his/her need to achieve. The need to achieve is an important part of a person's personal traits.
Methods A cross-sectional survey design was used to interview 317 health volunteers in various community health centres in I-lan county, northern Taiwan. The research instruments of this study included the ‘locus of control orientation scale’ for personality measurement, the ‘achievement orientation scale’ and the ‘job satisfaction scale’.
Results. Most of the sample volunteers were female with an average age of 49·55 years; the majority was married and living with their spouses. In terms of the volunteers’ personal traits, most of them are internal control orientation. The job satisfaction of the volunteers who took part in this research was extremely high. Significant variables correlating with job satisfaction in this study were gender, educational level, religious preference, participation in training, working to promote community health, the willingness to work, the frequency of participating in job training, and cooperation with other volunteer partners. The explainable variance for the prediction of job satisfaction from a combination of achievement orientation and the frequency of collaboration with other people was 9·1%.
Relevance to clinical practice. The results suggest that there is a need to strengthen cooperative relationships among volunteer by initiating well-planned volunteer training programmes and growth groups with the aim of enhancing their interpersonal relationships.