Showing papers on "Core self-evaluations published in 2012"
TL;DR: In this paper, the role of proactive personality in predicting work engagement and job performance was examined, and it was found that employees with a proactive personality would be most likely to craft their own jobs, in order to stay engaged and perform well.
Abstract: The article examines the role of proactive personality in predicting work engagement and job performance. On the basis of the literature on proactive personality and the job demands-resources model, we hypothesized that employees with a proactive personality would be most likely to craft their own jobs, in order to stay engaged and perform well. Data were collected among 95 dyads of employees (N = 190), who were working in various organizations. The results of structural equation modeling analyses offered strong support for the proposed model. Employees who were characterized by a proactive personality were most likely to craft their jobs (increase their structural and social job resources, and increase their job challenges); job crafting, in turn, was predictive of work engagement (vigor, dedication, and absorption) and colleague-ratings of in-role performance. These findings suggest that, to the extent that employees proactively adjust their work environment, they manage to stay engaged and perform well.
807 citations
TL;DR: In this article, the authors review 15 years of core self-evaluation (CSE) theory and research, focusing in particular on the outcomes, mediators, and moderators of CSE via qualitative and quantitative literature reviews.
492 citations
TL;DR: The Brief Index of Affective Job Satisfaction (BJPS) as mentioned in this paper is a short measure derived from the Brayfield and Rothe's (1951) job satisfaction index.
Abstract: This article responds to criticisms that affective job satisfaction research suffers serious measurement problems: Noncomparable measures; studies conceptualizing job satisfaction affectively but measuring it cognitively; and ad hoc measures lacking systematic development and validation, especially across populations by nationality, job level, and job type. We address these problems through a series of qualitative (total N = 28) and quantitative (total N = 901) studies to systematically develop and validate a short affective job satisfaction measure ultimately deriving from Brayfield and Rothe’s (1951) job satisfaction index. Unlike any previous job satisfaction measure, the resulting four-item Brief Index of Affective Job Satisfaction is overtly affective, minimally cognitive, and optimally brief. The new measure also differs from any previous job satisfaction measure in being comprehensively validated not just for internal consistency reliability, temporal stability, convergent and criterion-related validities, but also for cross-population invariance by nationality, job level, and job type.
304 citations
TL;DR: It is proposed that an employee's bottom-line mentality may have an important effect on social undermining behavior in organizations and is predicted to be moderated by employee core self-evaluations and conscientiousness.
Abstract: We propose that an employee's bottom-line mentality may have an important effect on social undermining behavior in organizations. Bottom-line mentality is defined as 1-dimensional thinking that revolves around securing bottom-line outcomes to the neglect of competing priorities. Across a series of studies, we establish an initial nomological network for bottom-line mentality. We also develop and evaluate a 4-item measure of bottom-line mentality. In terms of our theoretical model, we draw on social-cognitive theory (Bandura, 1977, 1986) to propose that supervisor bottom-line mentality is positively related to employee bottom-line mentality (Hypothesis 1). On the basis of conceptual arguments pertaining to bottom-line mentality (Callahan, 2004; Wolfe, 1988), we hypothesize that employee bottom-line mentality is positively related to social undermining (Hypothesis 2). We further predict a moderated-mediation model whereby the indirect effect of supervisor bottom-line mentality on social undermining, through employee bottom-line mentality, is moderated by employee core self-evaluations and conscientiousness (Hypothesis 3). We collected multisource field data to test our theoretical model (i.e., focal-supervisor-coworker triads; N = 113). Results from moderated-mediation analyses provide general support for our hypotheses. Theoretical and practical implications of bottom-line mentality and social undermining are discussed, and areas for future research are identified.
201 citations
TL;DR: In this paper, the authors performed a complementary analysis by taking personality traits, personal values and indicators for workers' autonomy explicitly into account, and found that self-employment leads to higher levels of job satisfaction.
Abstract: Most studies in the economics discourse argue that the impact of self-employment on job satisfaction is mediated by greater procedural freedom and autonomy. Values and personality traits are considered less likely to explain the utility difference between self-employed and salaried workers. Psychology scholars suggest that entrepreneurial satisfaction also depends, at least in part, on specific values and personality traits. Utilising a large dataset derived from the 2006 European Social Survey, this study performs a complementary analysis by taking personality traits, personal values and indicators for workers’ autonomy explicitly into account. The empirical findings add further strength to economists’ argument that, net of values and personality traits, autonomy and independence are the mechanisms by which self-employment leads to higher levels of job satisfaction. These results hold true for both male and female sub-samples even when a multitude of socio-demographic characteristics, personal values and personality traits are controlled for.
200 citations
TL;DR: A series of structural equation models revealed that job satisfaction and the growth of job satisfaction in previous years positively predicted CSE in a later year, which shows that both dispositional and contextual forces interweave to shape individuals' self-views and experiences over time.
Abstract: Core self-evaluations (CSE) have been proposed as a static personality trait that influences individuals' work experiences. However, CSE can also be influenced by work experiences. Based on the corresponsive principle of personality development, this study incorporated both dispositional and contextual perspectives to examine longitudinal reciprocal relationships between CSE and job satisfaction. Longitudinal data from 5,827 participants in the British Household Panel Survey from 1997 to 2006 were analyzed. A series of structural equation models revealed that job satisfaction and the growth of job satisfaction in previous years positively predicted CSE in a later year. In turn, CSE contributed to higher job satisfaction and growth of job satisfaction in following years. This result shows that both dispositional and contextual forces interweave to shape individuals' self-views and experiences over time.
120 citations
TL;DR: In this paper, a positive association between job satisfaction and job satisfaction is found in both academic and policy circles, and one common way of interpreting these data is to see a positive relationship between job happiness and job performance.
Abstract: Interest in data on job satisfaction is increasing in both academic and policy circles. One common way of interpreting these data is to see a positive association between job satisfaction and job q...
116 citations
TL;DR: In this paper, the authors investigated within-person relationships between daily problem solving demands, selection, optimization, and compensation (SOC) strategy use, job satisfaction, and fatigue at work.
Abstract: This study investigated within-person relationships between daily problem solving demands, selection, optimization, and compensation (SOC) strategy use, job satisfaction, and fatigue at work. Based on conservation of resources theory, it was hypothesized that high SOC strategy use boosts the positive relationship between problem solving demands and job satisfaction, and buffers the positive relationship between problem solving demands and fatigue. Using a daily diary study design, data were collected from 64 administrative employees who completed a general questionnaire and two daily online questionnaires over four work days. Multilevel analyses showed that problem solving demands were positively related to fatigue, but unrelated to job satisfaction. SOC strategy use was positively related to job satisfaction, but unrelated to fatigue. A buffering effect of high SOC strategy use on the demands-fatigue relationship was found, but no booster effect on the demands-satisfaction relationship. The results suggest that high SOC strategy use is a resource that protects employees from the negative effects of high problem solving demands.
108 citations
TL;DR: In this paper, the authors examine the joint effects of employees' core self-evaluations and perceived transformational leadership of their supervisors on employees' affective commitment to the organization.
Abstract: Purpose – The purpose of this study is to examine the joint effects of employees’ core self‐evaluations and perceived transformational leadership of their supervisors on employees’ affective commitment to the organization.Design/methodology/approach – Subjects were drawn from a Fortune Global 500 company in Korea. Descriptive statistics and hierarchical multiple regression analyses were used to explain the variance in organizational commitment.Findings – Core self‐evaluations and transformational leadership positively influenced employees’ organizational commitment. In terms of effect size, organizational commitment was more related to transformational leadership than core self‐evaluations. As for transformational leadership, employees exhibited the highest organizational commitment when their leaders articulated the vision, promoted group goals, and provided intellectual stimulation.Research limitations/implications – The sample of this study is likely restricted to a certain group with similar demograph...
108 citations
TL;DR: In this article, the authors investigated whether meta-analytic findings on the relationships between job satisfaction and the Big Five personality traits extraversion, conscientiousness, non-neuroticism (emotional stability), and also agreeableness were related to job satisfaction.
Abstract: Results from predominantly US-based research have shown that personality can partly explain job satisfaction As the issue of globalisation grows in importance for organisations, I researched in this study whether meta-analytic findings on the relationships between job satisfaction and the Big Five personality traits extraversion, conscientiousness, and neuroticism would hold in a tight and collectivistic Asian society Additionally, I expected that in a tight and collectivistic society the personality trait agreeableness would have a strong positive relationship with job satisfaction Study participants were 354 employees from organisations in Singapore Results confirmed that extraversion, conscientiousness, non-neuroticism (emotional stability), and also agreeableness were related to job satisfaction The study advises scholars and practitioners that even in a tight and collectivistic Asian society—despite situations that demand abiding by norms and fulfilling obligations—job satisfaction is related to stable personality traits
95 citations
TL;DR: In this article, the role of personality traits, core self-evaluation, and emotional intelligence (EI) in career decision-making difficulties was examined, and it was found that EI adds significant incremental variance compared with personality traits and core selfevaluation in predicting career decision making difficulties.
Abstract: This study examines the role of personality traits, core self-evaluation, and emotional intelligence (EI) in career decision-making difficulties. Italian university students (N= 232) responded to questions on the Big Five Questionnaire, Core Self-Evaluation Scale, Bar-On Emotional Quotient Inventory, and Career Decision-Making Difficulties Questionnaire. It was found that EI adds significant incremental variance compared with personality traits and core self-evaluation in predicting career decision-making difficulties. The results draw attention to the unique role of EI in career decision-making difficulties, offering new research opportunities and intervention possibilities.
TL;DR: In this article, the authors provide a review of the general versus specific issue in organizational behavior research and some specific recommendations for researchers to make decisions about whether to utilize general measures, specific measures, or both.
Abstract: Summary
Deliberation over and relative preference for general or specific (broad or narrow) constructs has long been an important issue in organizational behavior research. In this article, we provide a review of this general issue and some specific recommendations for researchers. We begin by discussing whether the general versus specific issue is an important debate and by discussing other underlying issues (the role of researcher preferences, distinction between reflective and formative indicators, and distinction between constructs and measures of constructs). Building on Chen's (this issue) analysis of core self-evaluations, we first discuss how the general–specific debate has progressed in core self-evaluations research. We then discuss three other important areas in which this debate has played out: intelligence, five-factor model of personality, and job attitudes. Finally, we offer a framework to help guide decisions about whether to utilize general measures, specific measures, or both and conclude by providing recommendations for the use of general and specific measures in organizational behavior research. Copyright © 2011 John Wiley & Sons, Ltd.
TL;DR: This paper examined both spouses' personality traits and relative differences in partner perceptions of personality as predictors of marital satisfaction, simultaneously for both husbands and wives, and found that conscientiousness is the trait most broadly associated with marital satisfaction in this sample of long-wed couples.
Abstract: In this study of 125 heterosexual long-wed couples, we examined both spouses’ personality traits and relative differences in partner perceptions of personality as predictors of marital satisfaction, simultaneously for both husbands and wives. As hypothesized, each of the Big Five personality traits emerged as significantly associated with marital satisfaction though significant between-trait and between-sex differences were observed. Most notably, trait levels predicted marital satisfaction less consistently than positive reporting discrepancies (i.e., comparatively greater extraversion, openness to experience, agreeableness, conscientiousness, and lower neuroticism reported by spouses vis-a-vis their partners’ self-descriptions). While previous research points to a central role of neuroticism, our findings suggest that conscientiousness is the trait most broadly associated with marital satisfaction in this sample of long-wed couples. These differences between study findings may reflect change over the co...
01 Jan 2012
TL;DR: In this paper, the impact of reward and recognition, satisfaction with supervision and work itself on job satisfaction was explored with the help of responses collected from employees working in public educational institutions in Rawalpindi area.
Abstract: What factors contribute to job satisfaction? How can we motivate employees towards their work assignments? These questions remained the core area of interest of many scholars and parishioners. Reason being, job satisfaction and work motivation have strong bearing on performance (Iaffaldano and Muchinsky, 1985; VanKnippenberg, 2000). In this regard, this study was conducted to know the impact of reward and recognition, satisfaction with supervision and work itself on job satisfaction. Moreover, the relationship between job satisfaction and work motivation was also explored with the help of responses collected from employees working in public educational institutions in Rawalpindi area. Questionnaire as research instrument was used and floated to 379 employees are various hierarchical levels. In total, 294 usable responses were received which were analyzed through SPSS 15.0. Results showed significantly positive relationship between reward and recognition, satisfaction with supervision and the work itself, with job satisfaction as well as a very positive and significant relationship was also observed between job satisfaction and intrinsic motivation. Implications of the study for management and policy makers in the context of human resource practices are discussed. Limitations and guidelines for future research are also given.
TL;DR: In this paper, the authors argue that job ambivalence may moderate the relationship between job satisfaction and job performance, and they propose a promising concept for job satisfaction research based on research regarding the role of attitudinal attitudes in predicting behavior.
Abstract: Based on research regarding the role of attitudinal ambivalence in the validity of attitudes in predicting behavior, we propose job ambivalence as a promising concept for job satisfaction research. In particular, we argue that job ambivalence (i.e., coexistence of positive and negative evaluations of one's job) may moderate the relationship between job satisfaction and job performance. Results of a study conducted with managers of an IT company show, as predicted, that job satisfaction is a better predictor of job performance (i.e., higher satisfaction related to higher performance) when individuals experience low job ambivalence, as compared to when individuals experience high job ambivalence. Implications for future research are discussed.
TL;DR: In this paper, the approach-avoidance personality traits of extraversion and neuroticism each showed simultaneous positive and negative effects on job search behaviors of employed individuals depending on the mediating mechanism involved (i.e., ambition values, job search selfefficacy, perceived job challenge, work burnout, perceived financial inadequacy, and job satisfaction).
TL;DR: This paper explored the effects of past objective career success (mobility, promotions, and salary change) on current subjective success (human capital assessments by one's managers, core self evaluations, satisfaction with one's career) by gender, across an economic cycle (2004-2011), controlling for career stage.
TL;DR: In this paper, the mediated influence of core self-evaluations on employee health problems via job satisfaction and work stress, and the degree to which genetic factors explain these mediated relationships, were investigated.
TL;DR: The paper presents additional interesting evidence about the determinants of occupational choice among PhD holders, highlighting the relevance of certain academic attributes in affecting the likelihood of being employed in academia, in a research centre or in other public or private sector job four years after completing their doctorate programme.
Abstract: Drawing on data from two successive cohorts of PhD graduates, this paper analyses differences in overall job satisfaction and specific job domain satisfaction among PhDs employed in different sectors four years after completing their doctorate degrees. Covariate-adjusted job satisfaction differentials suggest that, compared to faculty members, PhD holders employed outside traditional academic and research jobs are more satisfied with the pecuniary facets of their work (principally, because of higher earnings), but significantly less satisfied with the content of their job and with how well the job matches their skills (and, in the case of public sector workers, with their prospects of promotion). The evidence regarding the overall job satisfaction of the PhD holders indicates that working in the public or private sectors is associated with less work well-being, which cannot be fully compensated by the better pecuniary facets of the job. It also appears that being employed in academia or in research centers provides almost the same perceived degree of satisfaction with the job and with its four specific domains. We also take into account the endogenous sorting of PhD holders into different occupations based on latent personal traits that might be related to job satisfaction. The selectivity-corrected job satisfaction differentials reveal the importance of self-selection based on unobservable traits, and confirm the existence of a certain penalization for working in occupations other than academia or research, which is especially marked in the case of satisfaction with job content and job-skills match. The paper presents additional interesting evidence about the determinants of occupational choice among PhD holders, highlighting the relevance of certain academic attributes (especially PhD funding and pre-and-post-doc research mobility) in affecting the likelihood of being employed in academia, in a research center or in other public or private sector job four years after completing their doctorate programme.
TL;DR: In this article, the authors show that job ambivalence (i.e., the coexistence of positive and negative job evaluations) moderates the job satisfaction-OCB relationship, and that job satisfaction mediated the relationship between positive emotions and OCB.
Abstract: Various mostly cross-sectional studies have established that job satisfaction is related to organizational citizenship behavior (OCB). A major goal of the present study was to show that job ambivalence (i.e., the coexistence of positive and negative job evaluations) moderates the job satisfaction-OCB relationship. To this end, job satisfaction, job ambivalence, frequency of positive and negative emotions at work, dispositional positive and negative affectivity, and OCB were gathered from employees at time 1. About 2 months later, OCB was assessed by both peer-ratings and self-ratings. As predicted, the relationship between job satisfaction and both peer-rated and self-rated OCB was stronger the lower the experienced job ambivalence. Further findings showed that job satisfaction mediated the relationship between positive emotions and OCB, and that this indirect effect of positive emotions was conditional on low job ambivalence. Negative emotions, though negatively related to OCB, did not contribute to pred...
TL;DR: This article explored a longitudinal data set of nearly 5000 adults examining the effects of childhood cognitive ability (measured at age 11), parental social class, education and occupation, and personality traits (openness, conscientiousness, extraversion, emotional stability) on current occupational prestige.
TL;DR: In this paper, the authors investigated the role of fluid intelligence, personality traits and core self-evaluation in relation to aspects of decision-making (career decision making difficulties, decisional styles, indecisiveness).
TL;DR: In this article, the authors examined whether core self-evaluations (CSE) moderate the relationship between job attitudes and OCBs by collecting data from 200 New Zealand workers.
Abstract: Several studies in the organisational citizenship behavior (OCB) literature have focused on the main effects of employee dispositions and job attitudes. The current study builds upon previous findings by examining whether core self-evaluations (CSE) moderate the relationship between job attitudes and OCBs. Consistent with our hypotheses and with the notion that CSE contributes to one's general level of initiative and self-confidence, data collected from 200 New Zealand workers found that the job attitude–OCB relationship was stronger for workers who were high in CSE than for workers who were low in CSE.
TL;DR: In this article, the authors show how various individual characteristics, especially some personality dimensions, influence the job demands-control (JDC) model and could thus be considered buffering or moderator factors.
Abstract: Among the various work stress models, one of the most popular has been the job demands-control (JDC) model developed by Karasek (1979), which postulates that work-related strain is highest under work conditions characterized by high demands and low autonomy. The absence of social support at work further increases negative outcomes. This model, however, does not apply equally to all individuals and to all cultures. This review demonstrates how various individual characteristics, especially some personality dimensions, influence the JDC model and could thus be considered buffering or moderator factors. Moreover, we review how the cultural context impacts this model as suggested by results obtained in European, American, and Asian contexts. Yet there are almost no data from Africa or South America. More crosscultural studies including populations from these continents would be valuable for a better understanding of the impact of the cultural context on the JDC model.
TL;DR: In this article, the authors developed a model to examine whether efforts to reduce barriers and encourage mentoring can, in fact, lead to individual and organizational benefits like greater job, career, and coworker satisfaction; more organizational commitment; and higher performance and competency, and if these effects are independent of core self-evaluations.
Abstract: Mentoring as a form of strategic human resource management is an interesting addition to the HRD literature because it provides a mechanism of change for individual employees. Numerous studies have demonstrated the benefits of mentoring to both the employee and the firm; yet, a recent review of mentoring research argues that mentoring has less effect on important job-related outcomes than some characteristics of the individual being mentored. While individual characteristics such as personality and core self-evaluation are good predictors of job-related attitudes and performance, they can’t be acted on in an HRD capacity. The firm can, however, improve the quality of its human resources by taking actions that foster an environment for mentoring to flourish. The current research developed a model to examine whether efforts to reduce barriers and encourage mentoring can, in fact, lead to individual and organizational benefits like greater job, career, and coworker satisfaction; more organizational commitment; and higher performance and competency, and if these effects are independent of core self-evaluations. Data from 121 supervisors and 632 employees in a Fortune 500 insurance firm were subjected to linear structural relations (LISREL) analysis. Results demonstrated that while both mentoring and core self-evaluation had positive and independent relationships with job and organizational attitudes, only mentoring had a statistically reliable relationship with supervisors’ reports of employee contributions. The findings suggest that the individual and organizational benefits of mentoring are important outcomes of a strong strategic HRD system.
TL;DR: This paper found that core self-evaluations demonstrate incremental predictive validity after controlling for several well-established measures of individual differences, such as self-esteem, self-confidence, and self-efficacy.
Abstract: Previous research indicates that core self-evaluations demonstrate incremental predictive validity after controlling for several well-established measures of individual differences. The authors ext...
TL;DR: This paper explored the mediating role of career decision self-efficacy between core self-evaluations (CSE), a newly established construct within the personality domain, and adolescents' vocational decision making.
Abstract: This study explored the mediating role of career decision self-efficacy between core self-evaluations (CSE), a newly established construct within the personality domain, and adolescents’ vocational...
TL;DR: In this paper, the adequacy of including emotional stability, self-esteem, locus of control, and generalized self-efficacy as indicators of the core self-evaluations (CSE) construct may be questionable, and evidence that points to limited convergent and discriminant validity of the CSE construct.
Abstract: Summary
In 1997, Judge, Locke, and Durham published the core self-evaluations (CSE) theory proposing that a multidimensional CSE construct, composed of emotional stability, self-esteem, locus of control, and generalized self-efficacy, accounts for individual differences in job satisfaction as well as in other organizational behavior outcomes. In this article, I argue that, despite ample evidence in support of the predictive validity of the CSE construct, the adequacy of including emotional stability, self-esteem, locus of control, and generalized self-efficacy as indicators of the CSE construct may be questionable, and I review evidence that points to limited convergent and discriminant validity of the CSE construct. I conclude the article with a few recommendations for advancing CSE theory and research. Copyright © 2011 John Wiley & Sons, Ltd.
TL;DR: In this paper, the authors examined the extent to which the quality of the relationship between employees and their managers positively influences employees' commitment to organizational change and found that individuals who have high-quality relationships with their managers are more likely to be accepting of change.
TL;DR: This paper investigated the factor structure of character strengths measure as well as demographic (particularly sex), ideological, personality, and core self-evaluation correlates of the six virtues that represent the higher-order classification of the strengths.
Abstract: A total of 366 participants from Great Britain and the United States completed a new, short questionnaire to measure respondents’ self-assessed character strengths based on the Values in Action Inventory of Strengths (VIA) (Peterson & Seligman, 2004). They also completed a core self-evaluation (Judge, Erez, Bono, & Thorensen, 2003) and a Big Five personality trait (McManus & Furnham, 2006) measure. The study investigated the factor structure of character strengths measure as well as demographic (particularly sex), ideological, personality, and core self-evaluation correlates of the six virtues that represent the “higher-order” classification of the strengths. Exploratory factor analysis provided evidence for the six virtues, though somewhat different from the theoretical formulation. Regressions looking at demographic (sex, age, education), ideological (religion, politics), and personality (Big Five plus core self-evaluations) determinant of these strengths (using factor scores from the factor analysis) s...