Showing papers on "Core self-evaluations published in 2011"

Predicting personality with social media

Abstract: Social media is a place where users present themselves to the world, revealing personal details and insights into their lives. We are beginning to understand how some of this information can be utilized to improve the users' experiences with interfaces and with one another. In this paper, we are interested in the personality of users. Personality has been shown to be relevant to many types of interactions; it has been shown to be useful in predicting job satisfaction, professional and romantic relationship success, and even preference for different interfaces. Until now, to accurately gauge users' personalities, they needed to take a personality test. This made it impractical to use personality analysis in many social media domains. In this paper, we present a method by which a user's personality can be accurately predicted through the publicly available information on their Facebook profile. We will describe the type of data collected, our methods of analysis, and the results of predicting personality traits through machine learning. We then discuss the implications this has for social media design, interface design, and broader domains.

Assessing the impact of common method variance on higher order multidimensional constructs.

Abstract: Researchers are often concerned with common method variance (CMV) in cases where it is believed to bias relationships of predictors with criteria. However, CMV may also bias relationships within sets of predictors; this is cause for concern, given the rising popularity of higher order multidimensional constructs. The authors examined the extent to which CMV inflates interrelationships among indicators of higher order constructs and the relationships of those constructs with criteria. To do so, they examined core self-evaluation, a higher order construct comprising self-esteem, generalized self-efficacy, emotional stability, and locus of control. Across 2 studies, the authors systematically applied statistical (Study 1) and procedural (Study 2) CMV remedies to core self-evaluation data collected from multiple samples. Results revealed that the nature of the higher order construct and its relationship with job satisfaction were altered when the CMV remedies were applied. Implications of these findings for higher order constructs are discussed.

Approach or avoidance (or both?): integrating core self-evaluations within an approach/avoidance framework

Abstract: Core self-evaluations (CSE) represent a new personality construct that, despite an accumulation of evidence regarding its predictive validity, provokes debate regarding the fundamental approach or avoidance nature of the construct. This set of studies sought to clarify the approach/avoidance nature of CSE by examining its relation with approach/avoidance personality traits and motivation constructs (Study 1); we subsequently examined approach/avoidance motivational mechanisms as mediators of the relation between CSE and job performance (Study 2). Overall, the studies demonstrate that CSE is best conceptualized as representing both (high) approach tendencies and (low) avoidance tendencies; implications of these findings for CSE theory are discussed.

Job Satisfaction, Work Environment, and Rewards: Motivational Theory Revisited

Abstract: A model of job satisfaction integrating economic and work environment variables was developed and used for testing interactions between rewards and work environment hazards. Data came from a representative panel of Danish employees. Results showed that psychosocial work environment factors, like information about decisions concerning the work place, social support, and influence, have significant impacts on the level of job satisfaction. Maximizing rewards did not compensate public employees to an extent that ameliorated the negative effects on job satisfaction of experiencing low levels of any of these factors whereas influence did not impact job satisfaction of private employees.

Using the Job Demands-Resources model to investigate risk perception, safety climate and job satisfaction in safety critical organizations

Abstract: Nielsen, M. B., Mearns, K., Matthiesen, S. B. & Eid, J. (2011). Using the Job Demands-Resources model to investigate risk perception, safety climate and job satisfaction in safety critical organizations. Scandinavian Journal of Psychology 52, 465-475. Using the Job Demands-Resources model (JD‐R) as a theoretical framework, this study investigated the relationship between risk perception as a job demand and psychological safety climate as a job resource with regard to job satisfaction in safety critical organizations. In line with the JD‐R model, it was hypothesized that high levels of risk perception is related to low job satisfaction and that a positive perception of safety climate is related to high job satisfaction. In addition, it was hypothesized that safety climate moderates the relationship between risk perception and job satisfaction. Using a sample of Norwegian offshore workers (N = 986), all three hypotheses were supported. In summary, workers who perceived high levels of risk reported lower levels of job satisfaction, whereas this effect diminished when workers perceived their safety climate as positive. Follow‐up analyses revealed that this interaction was dependent on the type of risks in question. The results of this study supports the JD‐R model, and provides further evidence for relationships between safety‐related concepts and work‐related outcomes indicating that organizations should not only develop and implement sound safety procedures to reduce the effects of risks and hazards on workers, but can also enhance other areas of organizational life through a focus on safety.

Personality and Social Psychology Using the Job Demands-Resources model to investigate risk perception, safety climate and job satisfaction in safety critical organizations

Abstract: Using the Job Demands–Resources model (JD-R) as a theoretical framework, this study investigated the relationship between risk perception as a job demand and psychological safety climate as a job resource with regard to job satisfaction in safety critical organizations. In line with the JD-R model, it was hypothesized that high levels of risk perception is related to low job satisfaction and that a positive perception of safety climate is related to high job satisfaction. In addition, it was hypothesized that safety climate moderates the relationship between risk perception and job satisfaction. Using a sample of Norwegian offshore workers (N = 986), all three hypotheses were supported. In summary, workers who perceived high levels of risk reported lower levels of job satisfaction, whereas this effect diminished when workers perceived their safety climate as positive. Follow-up analyses revealed that this interaction was dependent on the type of risks in question. The results of this study supports the JD-R model, and provides further evidence for relationships between safety-related concepts and work-related outcomes indicating that organizations should not only develop and implement sound safety procedures to reduce the effects of risks and hazards on workers, but can also enhance other areas of organizational life through a focus on safety.

Job Stress and Burnout among Lecturers: Personality and Social Support as Moderators

Abstract: The main purpose of this study was to investigate the relationship of job stress, personality and social support to burnout among college of education lecturers. The second purpose was to examine the extent to which personality and social support can buffer the negative effects of stress on burnout. Survey methodology was used for this study. Job stress, personality and social support were used to predict emotional exhaustion, depersonalization and personal accomplishment. Findings showed that job stress, personality dimensions and social support jointly and separately predicted dimensions of burnout. Personality and social support interacted with job stress to predict personal accomplishment. Results support the view that, environmental (job stress and social support) and personal factors (personality traits) have influence on burnout. The papers findings imply that interventions designed to improve lecturers’ classroom management skills, social network and assessment of their personality traits may have positive impact in combating burnout.

The Effects of Job Autonomy on Work Outcomes: Self Efficacy As An Intervening Variable

Abstract: The purpose of this research was to examine the relationship between job autonomy and work outcomes (job performance, job satisfaction and job stress), self efficacy as a mediating variable. This research also investigated the impact of job satisfaction on job performance and job stress on job performance. Va-riables in this research were measured via a survey of 190 banking salespersons in D.I. Yogyakarta and Solo. Structural Equation Modeling (SEM) were used to examine the effects of job autonomy on work outcomes, job satisfaction on job performance, and job stress on job performance. Results showed that the esti-mated model in this research is acceptable based on its score of the goodness of fit index. The structural relationship showed that job autonomy significantly related to job satisfaction and performance, but not significant with job stress. It also showed that self efficacy partially mediated the relationship between job autonomy and job satisfaction, and job performance. In addition, this research found that self efficacy not mediated the relationship between job autonomy and job stress. There was no significant relationship between job autonomy and job performance but this research showed that job satisfaction significantly related to job performance. Finally, these results had an important implication to managers in designing job. DOI : https://doi.org/10.21632/irjbs.4.3.203-215 Keywords: Job autonomy, Job Satisfaction, Job performance, Job Stress, Self efficacy

Vocational Identity as a Mediator of the Relationship between Core Self-Evaluations and Life and Job Satisfaction

Abstract: This study investigated whether vocational identity achievement mediates the relation between basic personality dispositions (i.e. core self-evaluations) and career and well-being outcomes in terms of job and life satisfaction. Two studies with Swiss adolescents were conducted. Study 1 (N= 310) investigated students in eighth grade, prior to making the transition to vocational education and training (VET); it showed that vocational identity related positively to life satisfaction but that this relationship disappeared once core self-evaluations were controlled. Study 2 (N= 150) investigated students in their second year of VET; it showed that job satisfaction was unrelated to identity and self-evaluations. However, identity fully mediated the relation between self-evaluations and life satisfaction.

Job stress and family social behavior: the moderating role of neuroticism.

Abstract: We investigated the role of neuroticism in the associations between job stress and working adults’ social behavior during the first hour after work with their spouse and school-age children. Thirty dual-earner families were videotaped in their homes on two weekday afternoons and evenings. An observational coding system was developed to assess behavioral involvement and negative emotion expression. Participants also completed self-report measures of job stressors and trait neuroticism. There were few overall associations between job stress and social behavior during the first hour adults were at home with their spouse and school-age children. However, significant moderator effects indicated that linkages between work experiences and family behavior varied for men who reported different levels of trait neuroticism, which captures a dispositional tendency toward emotional instability. Among men who reported high neuroticism, job stress was linked to more active and more negative social behavior. Conversely, for men reporting low neuroticism, job stress was related to less talking and less negative emotion. These patterns were not found for the women in the study. The findings suggest that when work is stressful, men who are higher on neuroticism (i.e., less emotionally stable) may show a negative spillover effect, whereas men who are lower on neuroticism (i.e., more emotionally stable) may withdraw from social interactions.

Interaction of Core Self-Evaluations and Perceived Organizational Support on Work-to-Family Enrichment

Abstract: The purpose of this article was to offer an empirical test of J. H. Greenhaus and G. N. Powell's (2006) model of work–family enrichment by examining dispositional (i.e., core self-evaluations; CSEs) and situational (i.e., perceived organizational support; POS) factors associated with work-to-family enrichment (WFE) and whether these variables interact in predicting WFE. In a survey of 220 employed adults, our hierarchical regression analysis revealed that in highly supportive work environments, individuals reported high WFE regardless of CSE. However, when POS was low, individuals high in CSEs reported higher WFE than those low in CSEs, in support of conservation of resources theory (S. E. Hobfoll, 2002). Implications for research and practice are discussed.

A Dispositional Approach to Work–School Conflict and Enrichment

Abstract: The purpose of this study was to investigate a dispositional model of the work–school interface. In particular, we examined the relationship between core self-evaluations (CSEs) and proactive personality with both work–school conflict (WSC) and work–school enrichment (WSE) as well as a variety of work and school outcomes. 314 employed college students were surveyed about their experiences managing work and school roles. Structural equation modeling showed that CSEs were related to both WSC and WSE as well as school outcomes, whereas proactive personality was related to WSE and job and school outcomes but not WSC. WSC was negatively related to school performance, whereas WSE was positively related to school and job satisfaction as well as school performance. Organizations, universities, and researchers should be aware that dispositional variables influence perceptions of work and school roles as well as important outcome variables, and that further intervention efforts may be needed to help students manage work and school roles. Past studies have demonstrated that job characteristics influence the work–school interface, but this study is among the first to demonstrate that dispositional factors also relate to WSC and WSE.

Predictors of work‐family enrichment: moderating effect of core self‐evaluations

Abstract: Purpose – The purpose of this paper is to examine core self‐evaluations (CSEs), family support, co‐worker support, supervisor support, job characteristics, work‐life balance policies (WLBPs) and work‐family culture as the predictors of work‐to‐family enrichment (WFE) and family‐to‐work enrichment (FWE) and explore the moderating effect of CSEs.Design/methodology/approach – Data were collected through a questionnaire survey from 485 employees from six organizations in India representing manufacturing, telecommunications and information technology sectors and were analyzed using hierarchical multiple regressions.Findings – Supervisor support, job characteristics, WLBPs and work‐family culture predicted WFE. CSEs, family support and job characteristics predicted FWE. Little moderating influence of CSEs was found. It moderated the relationship between supervisor support and WFE.Research limitations/implications – The cross‐sectional design of the study constrains inferring conclusions regarding causality.Prac...

The Effects of Job Autonomy on Work Outcomes

Abstract: The purpose of this research was to examine the relationship between job autonomy and work outcomes (job performance, job satisfaction and job stress), self efficacy as a mediating variable. This research also investigated the impact of job satisfaction on job performance and job stress on job performance. Variables in this research were measured via a survey of 190 banking salespersons in D.I. Yogyakarta and Solo. Structural Equation Modeling (SEM) were used to examine the effects of job autonomy on work outcomes, job satisfaction on job performance, and job stress on job performance. Results showed that the estimated model in this research is acceptable based on its score of the goodness of fit index. The structural relationship showed that job autonomy significantly related to job satisfaction and performance, but not significant with job stress. It also showed that self efficacy partially mediated the relationship between job autonomy and job satisfaction, and job performance. In addition, this research found that self efficacy not mediated the relationship between job autonomy and job stress. There was no significant relationship between job autonomy and job performance but this research showed that job satisfaction significantly related to job performance. Finally, these results had an important implication to managers in designing job.

Core self-evaluations, exhaustion, and job outcomes: A study of frontline hotel employees in Iran

Abstract: The purpose of this study was to investigate core self-evaluations (CSE) as a moderator of the effect of exhaustion on in-role performance and job satisfaction. This study also examined the effect of exhaustion on the aforementioned job outcomes. Full-time frontline employees, such as front desk agents, reservations agents, guest relations representatives, and food servers in several four- and five-star hotels of Kish Island and Tehran in Iran served as the study setting. The study relationships were tested using LISREL 8.30 via path analysis. The results indicated that exhaustion influenced in-role performance and job satisfaction deleteriously. However, CSE reduced these detrimental effects. Implications of the findings are discussed, and directions for future research are offered.

Does Age Matter in Job Satisfaction? the Case of U.S. Information Technology Professionals

Abstract: Many studies have examined the relationship between age and job satisfaction. These studies have revealed conflicting results. While some concluded that such relationship is positive and linear, others have concluded negative non-linear, U-shaped, or J-shaped, or no significant relationship. This study is to further investigate the impact of age on job satisfaction in a profession that has received less attention from researchers- that of information technology. A survey of 132 IT professionals in various Southern California organizations were conducted using the Minnesota Satisfaction Questionnaire "MSQ" short form to examine the effects of age on job satisfaction. This study accepted its null hypotheses that age does not play a role in job satisfaction among IT professionals in the United States. Suggestions for future research are also provided. This research contributes to job satisfaction literature by providing empirical findings regarding the relationship of age and job satisfaction. INTRODUCTION Job satisfaction literature is a rich one. It has been enriched with numerous empirical and meta-analysis study research. It is considered one ofthe most studied work related attitudes by many researchers in the fields of organizational behavior and human resources in private and public sectors (Bedeian, Ferris, & Kacmar, 1992; Clark 1997; Durst & DeSantis, 1997; Ellickson & Logsdon, 2001; Jung & Moon, 2007; Lewis, 1991; Ting, 1997; Wright & Kim, 2004). It is no surprise that more than 12,000 job satisfaction studies were published by the early 1990s (Kinicki, McKee-Ryan, Schriesheim, & Carson, 2002; Kreitner & Kinicki, 2007). However, very few researchers have studied the role of age in job satisfaction in the information technology industry in the United States or in other countries. Literature on the subject of age and job satisfaction has been general and not industry specific. This paper is focused on studying the role of age on job satisfaction of IT professionals out of a belief that every industry has its own particulars and specificity that differentiates it from other industries. Information technology professionals have not been a major focus of study as it pertains to the subject of job satisfaction (Ghazzawi, 2008a). According to Ghazzawi (2008a), today's literature provides few insights on the subject of job satisfaction in an industry that controls important aspects of our lives. The IT profession employs millions of people from all ages and in various positions and capacities with a mission to cope with the challenges of this borderless 24 hour a day world. The study is based on data collected from 132 IT professionals from various organizations in Southern California, using the Minnesota Satisfaction Questionnaire "MSQ" (the general satisfaction scale-the short form); the study tested the age role in job satisfaction through the use of descriptive statistics. The Purpose of this Study While many attempts to determine the age-job satisfaction relationship have been established and provided conflicting results, no study has examined the age-job satisfaction relationship and shape in the information technology. Therefore the purpose of the present study is to determine whether a relationship exists between age andjob satisfaction and what type of relationship exists. As mentioned earlier, the reason age and gender of IT professionals were the purpose of this study; is that this subject has received scant attention from researchers, despite the importance of this group's contribution to today's organization. THEORETICAL FOUNDATIONS OF THE STUDY Over the years, many reports on workplace satisfaction based on a representative sample of 5,000 U.S. households have been published by The Conference Board X" Job Satisfaction Declines", 2007). These reports revealed that American employees are growing increasingly unhappy with their jobs ("Job Satisfaction Declines", 2007; The Conference Board, 2003; Olian, 2003; Shea, 2002; Stafford, 2007; "U. …

The Effect of Globalization on Employee Psychological Health and Job Satisfaction in Malaysian Workplaces

Abstract: Objective: To examine the impact of globalization on employee psychological health and job satisfaction via job characteristics (i.e., job demands and job resources) in an emerging economy, that of Malaysia. As external factors are regarded as influences on the working environment, we hypothesized that global forces (increased pressure and competition) would have an impact on burnout and job satisfaction via increased demands (role conflict, emotional demands) and reduced resources (supervisor support, coworkers support). Methods: Data were collected using a population based survey among 308 employees in the state of Selangor, Malaysia. Participants were approached at home during the weekend or on days off from work. Only one participant was selected per household. Structural equation modelling was used to analyse the data. Nearly 54% of respondents agreed that they need to work harder, 25% agreed that their job was not secure and 24% thought they had lost power and control on the job due to global trade competition. Results: Consistent with our predictions, demands mediated the globalization to burnout relationship, and resources mediated the globalization to job satisfaction relationship. Conclusions: Together, these results support the idea that external factors influence work conditions and in turn employee health and job satisfaction. We conclude that the jobs demands-resources framework is applicable in an Eastern setting and that globalization is a key antecedent of working environments.

A Study of the Relationship between the Big Five Personality Dimensions and Job Involvement in a Foreign Based Financial Institution in Penang

Abstract: The relationship between the Big Five Personality Dimensions and job involvement was examined with a sample of one hundred and five (105) sales/customer service staff of a foreign based banking/financial institution in the Northern Region of Malaysia. Hypotheses were tested by means of regression analysis. Results indicate that extroversion and agreeableness are positively related to job involvement. Emotional stability/neuroticism, conscientiousness and openness to experience did not show any significant relationship with job involvement. Overall, the findings established the existing of a relationship between the Big Five Personality Dimensions and job involvement, although they are not very strong or extensive.

Determinants of Job Satisfaction among Healthcare Workers at a Tertiary Care Hospital

Abstract: Job satisfaction can be defined as "the extent to which people like or dislike their jobs". This definition suggests job satisfaction is a general or global affective reaction that individuals hold about their job. Family Roles are patterns of behavior by which individuals fulfill family functions and needs. Family role changes may affect their daily activities including a person’s work. Unlike traditional job satisfaction surveys, this study was trying to explore the correlation between employee’s personal profile and their satisfaction in their job. The personal profile determinants which were compared with overall job satisfaction were - Age, Gender, Work experience, marital status, dependent children and parents. It revealed that majority of the determinants studied were having positive impact on the job satisfaction. It is interesting to note that comparatively young employees with dependents were more satisfied with their job. They were feeling satisfied and motivated to work as they were contributing to the family.

Relationship between cynicism and job satisfaction: exploration of mechanisms.

Abstract: Personality traits related to evaluation of other people and the world are important to study in relation to job satisfaction, which itself is an evaluation of various facets of a job, including th...

Demographic Variables as Moderators in the Relationship between Job Satisfaction and Task Performance

Abstract: Jobs provide a sense of accomplishment and identity. Job satisfaction has an impact on task performance and both are important to industries and organizations because their performance and productivity depend on the employees' satisfaction and performance. The objective of this study was to investigate the relationship between job satisfaction and task performance among 450 employees of Behzisty organization in Central Provinces of Iran. The study also looked at the influence of gender, age, education, and tenure on the relationship between job satisfaction and task performance. Instruments used to collect data were Job Description Index (JDI), Task Performance (supervisors' ratings) and the Demographic questionnaires. Descriptive and inferential statistics were used to analyze the data. The results found that there was a significant relationship between job satisfaction and task performance. It was also shown that gender and education moderated the relationship between job satisfaction and task performance while age and tenure did not moderate the relationship between job satisfaction and task performance. The results have significant implications on the policies of human resource as well as organizations in Iran.

Arbeitszufriedenheit und Persönlichkeit: "Wer schaffen will, muss fröhlich sein!"

Abstract: The research on job satisfaction has a long history and is one of the most intensively studied subjects - not only in the field of industrial and organizational psychology. The various studies can roughly be classified into situational, dispositional, and hybrid approaches, depending on whether working conditions, personality traits or their interaction are emphasized as determinants. So far, only few studies consider all of these determinants in a common model. In addition, many studies both in the consideration of personality variables as well as the influence of factors to explain job satisfaction, do not offer a theoretical framework. This paper investigates the influence of personality characteristics and working conditions as well as the interaction of these two groups of variables on job satisfaction by means of the German Socio-Economic Panel (SOEP) study. For this purpose, the Five-Factor Model (FFM) of personality (P. T. Costa und R. R. McCrae 1985; L. R. Goldberg 1981) and the Effort-Reward Imbalance Model (J. Siegrist et al. 1986) will be used as a theoretical and conceptual framework. OLS regressions show that both personality and (subjective) working conditions are relevant predictors of job satisfaction. None of the moderator variables of personality and working conditions increase the explained variance of the overall model. Working conditions (effort-reward imbalance and autonomy) have the highest explanatory power. Four of the five personality traits show highly significant effects. These findings suggest both a situational and a dispositional approach. Working conditions(especially a low effort-reward imbalance and high autonomy) and personality (especially emotional stability) play a crucial role in achieving higher job satisfaction.