Showing papers on "Core self-evaluations published in 2010"
TL;DR: The authors quantitatively summarized the relationship between Five-Factor Model personality traits, job burnout dimensions (emotional exhaustion, depersonalization, and personal accomplishment), and absenteeism, turnover, and job performance.
719 citations
TL;DR: For example, this paper found that psychological capital was positively related to extrarole organizational citizenship behaviors (OCBs) and negatively to organizational cynicism, intentions to quit, and counterproductive workplace behaviors, with one exception, psychological capital also predicted unique variance in these outcomes beyond demographics, self-evaluation, personality, and person.
620 citations
TL;DR: In this article, a meta-analysis examined the relationship between job satisfaction and subjective well-being (SWB) and found that the causal relationship from SWB to job satisfaction was stronger than the causal relation from job satisfaction to SWB.
Abstract: The current meta-analysis examined the relationship between job satisfaction and subjective well-being (SWB). Consistent with the spillover hypothesis, we found positive relationships between job satisfaction and life satisfaction, happiness, positive affect, and the absence of negative affect. In addition, an examination of longitudinal studies suggested that the causal relationship from SWB to job satisfaction was stronger than the causal relationship from job satisfaction to SWB.
487 citations
TL;DR: In this paper, the authors provided the first joint evidence on the relationship between individuals' cognitive abilities, their personality and earnings for Germany using data from the German Socio-Economic Panel Study, employing scores from an ultra-short IQ-test and a set of measures of personality traits, namely locus of control, reciprocity and all basic items from the Five Factor Personality Inventory.
361 citations
TL;DR: In an era in which rising costs, shrinking budgets, and personnel shortages are common, it is increasingly important to provide a positive work situation to ensure worker stability as discussed by the authors, and this is the goal of our work.
Abstract: In an era in which rising costs, shrinking budgets, and personnel shortages are common, it is increasingly important to provide a positive work situation to ensure worker stability. Research indica...
338 citations
TL;DR: This article examined how teachers' collective efficacy, job stress, and the cultural dimension of collectivism are associated with job satisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States.
Abstract: This study examines how teachers’ collective efficacy (TCE), job stress, and the cultural dimension of collectivism are associated with job satisfaction for 500 teachers from Canada, Korea (South Korea or Republic of Korea), and the United States. Multigroup path analysis revealed that TCE predicted job satisfaction across settings. Job stress was negatively related to job satisfaction for North American teachers (i.e., teachers from Canada and the United States), whereas the cultural dimension of collectivism was significantly related to job satisfaction for the Korean, but not for North American teachers. For motivation theorists, the results from this study provide evidence that cultural context influences how motivation beliefs are understood and expressed in diverse settings. For educators, this study underlines the importance of collective motivation as a source of individual job satisfaction.
302 citations
TL;DR: Evidence is found to suggest that CEOs whose personalities reflect higher core self‐evaluations have a stronger positive influence on their firms' entrepreneurial orientation, and that this influence is particularly strong in firms facing dynamic environments, but negligible in stable environments.
Abstract: Although much has been attributed to a CEO's personality, one particularly intriguing, and as yet unexplored, investigation is its impact on the firm's entrepreneurial orientation. Additionally, despite calls from the upper-echelon literature, CEO personality research has been hobbled by the absence of a unifying construct that captures core dimensions of personality, and by the difficulty in obtaining such intimate assessments from executives. Building on recent advances in personality research, in particular the identification and validation of the core self-evaluation construct that captures the core facets of an executive's sense of self-potency, we develop and test a model of the impact of CEO core self-evaluation on entrepreneurial orientation. Then, consistent with upper echelons and personality theory, we specify the contingent role of environmental dynamism. Using multisource data from a sample of CEOs and their top management teams from 129 firms, including a time-lagged assessment of the firm's entrepreneurial orientation, we find evidence to suggest that CEOs whose personalities reflect higher core self-evaluations have a stronger positive influence on their firms' entrepreneurial orientation. In addition, we find that this influence is particularly strong in firms facing dynamic environments, but negligible in stable environments. Copyright © 2009 John Wiley & Sons, Ltd.
277 citations
TL;DR: It is proposed that high core self-evaluations are more likely to increase job performance for other-oriented employees, who tend to anticipate feelings of guilt and gratitude, and tested these hypotheses across field studies using different operationalizations of both performance and other-orientation.
Abstract: Although core self-evaluations have been linked to higher job performance, research has shown variability in the strength of this relationship. We propose that high core self-evaluations are more likely to increase job performance for other-oriented employees, who tend to anticipate feelings of guilt and gratitude. We tested these hypotheses across 3 field studies using different operationalizations of both performance and other-orientation (prosocial motivation, agreeableness, and duty). In Study 1, prosocial motivation strengthened the association between core self-evaluations and the performance of professional university fundraisers. In Study 2, agreeableness strengthened the association between core self-evaluations and supervisor ratings of initiative among public service employees. In Study 3, duty strengthened the association between core self-evaluations and the objective productivity of call center employees, and this moderating relationship was mediated by feelings of anticipated guilt and gratitude. We discuss implications for theory and research on personality and job performance.
239 citations
TL;DR: In this article, the relation between personality and three dimensions of job performance (in-role performance, creativity, and citizenship behavior) under differing levels of job scope was examined and some support was found for the predicted interactions between Big Five personality traits and job scope in predicting various aspects of performance.
Abstract: This study examined the relation between personality and three dimensions of job performance (in-role performance, creativity, and citizenship behavior) under differing levels of job scope. The basic premise was that higher job scope would facilitate performance for those who were dispositionally inclined toward a particular dimension of performance and damage the performance of those who were dispositionally disinclined. Among 383 work-unit dyads in 11 organizations, some support was found for the predicted interactions between Big Five personality traits and job scope in predicting various aspects of performance.
184 citations
TL;DR: In this article, the authors integrated two core personality factors (neuroticism and extroversion) in the job demands-resources (JD-R) model to integrate work environment and individual perspectives within a model of occupational wellbeing.
Abstract: Purpose ‐ The central aim of this study is to incorporate two core personality factors (neuroticism and extroversion) in the job demands-resources (JD-R) model. Design/methodology/approach ‐ It was hypothesized that neuroticism would be most strongly related to the health impairment process, and that extroversion would be most strongly related to the motivational process. The hypotheses were tested in a sample of 3,753 Australian academics, who filled out a questionnaire including job demands and resources, personality, health indicators, and commitment. Findings ‐ Results were generally in line with predictions. Structural equation modeling analyses showed that job demands predicted health impairment, while job resources predicted organizational commitment. Also, neuroticism predicted health impairment, both directly and indirectly through its effect on job demands, while extroversion predicted organizational commitment, both directly and indirectly through its effect on job resources. Research limitations/implications ‐ These findings demonstrate the capacity of the JD-R model to integrate work environmentandindividual perspectives withinasinglemodel of occupational wellbeing. Practical implications ‐ The study shows that working conditions are related to health and commitment, also after controlling for personality. This suggests that workplace interventions can be used to take care of employee wellbeing. Originality/value ‐ The paper contributes to the literature by integrating personality in the JD-R model, and shows how an expanded model explains employee wellbeing.
130 citations
TL;DR: This paper examined the mediating role of task complexity in the relationship between core self-evaluations (CSE) and satisfaction and found that people with higher CSE actually choose/seek higher levels of complexity on their tasks, which directly or indirectly increases their task/work satisfaction.
TL;DR: In this paper, the authors report the results of a validation of a German version of the Core Self-Evaluations Scale (CSES) and its relationships with career success and hypothesised relationships of core self-evaluations with objective as well as subjective career success were confirmed.
Abstract: The present study reports the results of a validation of a German version of the Core Self-Evaluations Scale (CSES) and its relationships with career success. Data were collected in three occupational samples to address various aspects of validation. Our results confirm the proposed one-factor structure of the scale as well as convergent, discriminant, criterion, and predictive validity. Furthermore, the German CSES shows incremental validity over the individual core traits (neuroticism, self-esteem, self-efficacy, and locus of control), the Big Five, and positive and negative affect. Thus, the German version of the Core Self-Evaluations Scale is a reliable, valid, and economic measure for both research and practical applications. Furthermore, hypothesised relationships of core self-evaluations with objective as well as subjective career success were confirmed. Possible explanations of these relationships are discussed.
TL;DR: In this article, the authors examined whether three possible resources (occupational self-efficacy, work locus of control and communication) moderate the negative job insecurity-performance relationship, and they found that the higher the job insecurity, the less influence the perceived communication exert on job insecurity.
Abstract: Employees’ performance has been shown to be moderately hampered by job insecurity. Based on conservation of resources theory, the study examines whether three possible resources (occupational self-efficacy, work locus of control and communication) moderate the negative job insecurity—performance relationship. Analyses of a large Swiss dataset reveal two significant interaction effects: the higher the job insecurity, the less influence work locus of control and perceived communication exert on the job insecurity—performance relationship. This suggests that work locus of control and perceived communication may be resources that can only act beneficially in a situation of low job insecurity.
TL;DR: This paper examined the relationship between idiosyncratic deals and organizational commitment and found that employees with high self-worth will expect and will feel entitled to these deals, but employees with feelings of low selfworth will feel particularly obligated to reciprocate positively for special treatment.
TL;DR: This article used a 13-month two-wave prospective design to examine the relationship between target personality and workplace interpersonal conflict in a sample of 166 non-faculty employees at a Midwestern university in the United States.
Abstract: Workplace victimization has recently emerged as an important topic in occupational health psychology. One of the major limitations of this research is that it generally employs cross-sectional designs. The current study, however, used a 13-month two-wave prospective design to examine the relationship between target personality and workplace interpersonal conflict in a sample of 166 non-faculty employees at a Midwestern university in the United States. Results suggested that victims' positive affectivity, negative affectivity, and core self-evaluations were associated with interpersonal conflict. Furthermore, employee personality was related to subsequent interpersonal conflict from supervisors even after initial levels of interpersonal conflict were controlled. Analyses further suggested that target negative affectivity might be an especially strong predictor of interpersonal conflict. Consistent with past theorizing, we found evidence that initial interpersonal conflict with co-workers can resul...
TL;DR: Learning to manage conflict using collaboration and accommodation may help nurses experience greater job satisfaction, according to a theoretical model linking selected antecedent variables to intra-group conflict among nurses, and subsequently conflict management style, job stress and job satisfaction.
Abstract: almost j., doran d.m., mcgillis hall l. & spence laschinger h.k. (2010) Journal of Nursing Management 18, 981–992
Antecedents and consequences of intra-group conflict among nurses
Aim To test a theoretical model linking selected antecedent variables to intra-group conflict among nurses, and subsequently conflict management style, job stress and job satisfaction.
Background A contributing factor to the nursing shortage is job dissatisfaction as a result of conflict among nurses. To develop strategies to reduce conflict, research is needed to understand the causes and outcomes of conflict in nursing work environments.
Method A predictive, non-experimental design was used in a random sample of 277 acute care nurses. Structural equation modelling was used to analyse the hypothesised model.
Results Nurses’ core self-evaluations, complexity of care and relationships with managers and nursing colleagues influenced their perceived level of conflict. Conflict management style partially mediated the relationship between conflict and job satisfaction. Job stress had a direct effect on job satisfaction and core self-evaluation had a direct effect on job stress.
Conclusion Conflict and its associated outcomes is a complex process, affected by dispositional, contextual and interpersonal factors. How nurses manage conflict may not prevent the negative effects of conflict, however, learning to manage conflict using collaboration and accommodation may help nurses experience greater job satisfaction.
Implications for nursing management Strategies to manage and reduce conflict include building interactional justice practices and positive interpersonal relationships.
TL;DR: In this article, the authors examined RIASEC interest profiles and Big Five personality scores at the beginning of the professional career as predictors of subsequent job changes, both internal as well as external, over the next 15 years.
TL;DR: In this article, the relationship between personality traits and the preference for job characteristics concerning either extrinsic (job environment) or intrinsic job features (work itself) was investigated, and two personality traits (openness to experience and core self-evaluations (CSE)) were consistently found to be positively related to the preference concerning work characteristics, and CSE showed incremental validity with regard to intrinsic work motivation factors (e.g., experienced meaningfulness, autonomy).
Abstract: If people are differentially motivated on the basis of individual differences, this implies important practical consequences with respect to staffing decisions and the selection of the right motivational techniques for managers. In two different samples (students facing graduation vs full-time employees), the relationships between personality traits and the preference for job characteristics concerning either extrinsic (job environment) or intrinsic job features (work itself) were investigated. Two personality traits [openness to experience and core self-evaluations (CSE)] were consistently found to be positively related to the preference concerning work characteristics, and CSE showed incremental validity with regard to intrinsic work motivation factors (e.g., experienced meaningfulness, autonomy). Furthermore, age was differentially linked to those job characteristics. The results are discussed with regards to the optimal Person–Job Fit and the practical utility of the personality constructs.
TL;DR: Work-specific and general personality measures were compared as predictors of non-performance work criteria in this paper, showing that work-specific personality yielded stronger relationships with job satisfaction, work frustration, turnover intention, and absenteeism than did general personality.
TL;DR: In this paper, the authors developed and tested a model that investigates core self-evaluations as a mediator in the relationship between coworker support and work engagement, and the results demonstrate that core selfevaluations partially mediate the impact of coworkers' support on vigour and dedication, while it fully mediates the relationship.
TL;DR: This paper applied cluster analysis to Saucier's (1997) list of the most frequently used trait adjectives and identified 61 clusters that can be used to represent the lower-order structure of individual differences found in the lexicon.
TL;DR: In this article, the authors empirically examined two operationalizations of the core self-evaluation construct: (a) the Judge, Erez, Bono, and Thoresen 12-item scale and (b) a composite measure of self-esteem, selfefficacy, locus of control, and neuroticism.
Abstract: The authors empirically examined two operationalizations of the core self-evaluation construct: (a) the Judge, Erez, Bono, and Thoresen 12-item scale and (b) a composite measure of self-esteem, self-efficacy, locus of control, and neuroticism.The study found that the composite scale relates more strongly than the shorter scale to performance, perceived job complexity, positive affectivity, personal trust, and belief in a just world. However, the short scale performed well and may be more practical in organizational research. The authors conclude that the 12-item measure is better used in research when participant time is limited and that a composite index is better when time is not a constraining factor in the data-collection process.
TL;DR: In this paper, the authors examined the extent to which narrow personality traits contribute to the prediction of managerial success beyond the Big Five and found that narrow traits add incremental validity for income and supervisor ratings, yet the degree to which they contribute depends on the criteria used.
Abstract: Research concerning the relationship between personality and job performance has been largely conducted within the framework of the broad Big Five personality traits (Costa & McCrae, 1992). In contrast, the validity of narrow traits has not been adequately addressed. We examined the extent to which narrow personality traits contribute to the prediction of managerial success beyond the Big Five. To this end, 130 managers provided personality data on the Big Five and five narrow-band personality traits. Managerial success was measured by income and promotion rate, supervisor ratings on contextual and task performance, as well as self-rating of job satisfaction. The results suggest that narrow traits add incremental validity over and beyond the Big Five for income and supervisor ratings, yet the degree to which they contribute depends on the criteria used. However, no increase in validity was registered for job satisfaction and promotion rate. The implications of these findings are discussed in the light of ...
TL;DR: In this article, the authors focused on job satisfaction and job performance, as well as on their predictors in a privatized organization, and tested a model in which job satisfaction, consistent with social cognitive theory, is related to self-efficacy and perceptions of social context.
Journal Article•
TL;DR: A purposive sample of 150 male managers from various banks of Rawalpindi city was drawn. as mentioned in this paper investigated job characteristics as predictors of work motivation and job satisfaction in bank managers and found that task identity was the most important positive predictor of job satisfaction and intrinsic motivation whereas extrinsic motivation was only predicted by feedback.
Abstract: The current study investigated job characteristics as predictors of work motivation and job satisfaction in bank managers. A purposive sample of 150 male managers from various banks of Rawalpindi city was drawn. Job diagnostic survey, work preference inventory, and job satisfaction subscale of Michigan organizational assessment questionnaire were used for measuring job characteristics, work motivation, and job satisfaction respectively. Zero order correlation revealed positive and significant relationship among various job characteristics, work motivation, and job satisfaction. Multiple regression analyses revealed that job characteristics constituted significant models for predicting intrinsic motivation, extrinsic motivation, and job satisfaction. Task identity turned out to be the most important positive predictor of job satisfaction and intrinsic motivation whereas extrinsic motivation was only predicted by feedback. The findings have been discussed and suggestions for future studies have been proposed.
TL;DR: This paper found that work-specific CSE generally failed to yield significantly stronger zero-order relationships with work-related criteria than general CSE, and several instances in which work specific CSE predicted incremental variance in work related criteria after the effects of general CESE were controlled.
TL;DR: In this paper, the authors developed and tested a model, which investigated the effects of core self-evaluations on customer-related social stressors and emotional exhaustion, and found that employees who were susceptible to ambiguous customer expectations were emotionally exhausted.
Abstract: Based on data collected from frontline bank employees in Northern Cyprus as the study setting, the authors developed and tested a model, which investigated the effects of core self-evaluations on customer-related social stressors and emotional exhaustion. The researchers' model also tested the impacts of these customer-related social stressors on emotional exhaustion. The results indicated that employees with positive core self-evaluations experienced low levels of disproportionate customer expectations, customer verbal aggression, and ambiguous customer expectations. Such employees were also confronted with less-disliked customers. In this study, it was found that employees who were susceptible to ambiguous customer expectations were emotionally exhausted. In contrast, the findings did not lend any empirical support to the effects of disproportionate customer expectations, customer verbal aggression, and disliked customers on emotional exhaustion.
15 Jul 2010
TL;DR: In this article, the effect of occupational stress (i.e., physiological stress and psychological stress) and emotional intelligence on job satisfaction in private institutions of higher learning in Sarawak, Malaysia was investigated.
Abstract: This study was conducted to measure the effect of occupational stress (i.e., physiological stress and psychological stress) and emotional intelligence on job satisfaction in private institutions of higher learning in Sarawak, Malaysia. A survey method was used to gather 80 usable questionnaires from academic employees who have worked in the organizations. The results of exploratory factor analysis confirmed that the measurement scales used in this study satisfactorily met the standards of validity and reliability analyses. The outcomes of testing research hypothesis using a hierarchical regression analysis showed two major findings: First, interaction between emotional intelligence and physiological stress significantly correlated with job satisfaction. Second, interaction between emotional intelligence and psychological stress insignificantly correlated with job satisfaction. This result demonstrates that the capability of academic employees to manage their emotions and other employee emotions has increased their abilities to control psychological stress in implementing job. As a result, it could lead to higher job satisfaction. Conversely, the incapability of academic employees to manage their emotions and other employee emotions has decreased their abilities to control psychological stress in implementing job. Consequently, it could lead to lower job satisfaction. Further, this study confirms that emotional intelligence does act as a partial moderating variable in the occupational stress models of the organizational sector sample. In addition, implications and discussion are elaborated.
Journal Article•
TL;DR: In this article, the authors investigate the level of self-reported job satisfaction and motivation among teachers in the Bahamas and Jamaica and find that teachers in The Bahamas reported higher levels of job satisfaction as compared to teachers in Jamaica.
Abstract: The purpose of this study was to investigate the level of self-reported job satisfaction and motivation among teachers in the Bahamas and Jamaica. A total of 168 Bahamian (n =75) and Jamaican (n = 93) teachers completed the Teacher Motivation and Job Satisfaction Survey. Overall results indicate that teachers in the Bahamas reported higher levels of job satisfaction as compared to teachers in Jamaica. Other findings relating to job satisfaction and motivation are discussed, and various aspects of job satisfaction are discussed in relationship to the principles of Invitational Education. Work occupies a central position in people's lives, and with the problems of inflation, outsourcing, shrinking labor supply, and slowdowns in the economic expansion, etc., the role that a job plays in a person's life takes a high priority. Additionally, the level of satisfaction that a person experiences as a result of his or her job can have a significant effect not only on the individual, but on those he or she interacts with as well. This is especially true for teachers, who have an immeasurable influence on their students. Thus, it is important to study the many variables relating to job satisfaction in an attempt to identify those variables or conditions that could be modified, leading to increased feelings of job satisfaction, motivation, and well being.
TL;DR: The authors examined the role of perceptions of support in inter-role conflict and enrichment in student-parents managing the demands of school and their parenting responsibilities and found that those with more positive core self-evaluations perceived and sought out greater levels of support, which related to more effective management of multiple life roles.
Abstract: Although researchers have discussed the relationships between personality and inter-role conflict and enrichment, little research explores why these relationships exist. This study examines the role of perceptions of support as one such mechanism. We expect that individuals with more positive core self-evaluations will perceive greater levels of support, which will enable them to avoid inter-role conflict and take advantage of opportunities for inter-role enrichment. In the current study, the inter-role conflict and enrichment faced by student-parents managing the demands of school and their parenting responsibilities are examined. Student-parents with more positive core self-evaluations were found to perceive and seek out greater levels of support, which related to more effective management of multiple life roles. Based on our findings, we argue that future research should continue to investigate the mechanisms by which personality affects the management of multiple life roles. Suggestions as to how prac...