Showing papers on "Core self-evaluations published in 2022"
TL;DR: In this article , the authors use a meta-analytic technique to examine the correlation between educational attainment and job satisfaction and find an effect size close to zero, and they build on the job demands-resources (JD-R) model and research that distinguishes between working conditions and perceived stress.
Abstract: Education is considered one of the most critical human capital investments. But does formal educational attainment "pay off" in terms of job satisfaction? To answer this question, in Study 1 we use a meta-analytic technique to examine the correlation between educational attainment and job satisfaction (k = 74, N = 134,924) and find an effect size close to zero. We then build on the job demands-resources (JD-R) model and research that distinguishes between working conditions and perceived stress to theorize that educational attainment involves notable trade-offs. In Study 2 we develop and test a multipath, two-stage mediation model using a nationally representative sample to explore this idea. We find that, while better-educated individuals enjoy greater job resources (income, job autonomy, and job variety), they also tend to incur greater job demands (work hours, task pressure, job intensity, and time urgency). On average, these demands are associated with increased job stress and decreased job satisfaction, largely offsetting the positive gains associated with greater resources. Given that the net relationship between education and job satisfaction emerges as weakly negative, we highlight that important trade-offs underlie the education-job satisfaction link. In supplemental analyses, we identify boundary conditions based on gender and self-employment status (such that being female exacerbates, and being self-employed attenuates, the negative association between education and job satisfaction). Finally, we discuss the practical implications for individuals and organizations, as well as alternative explanations for the education-job satisfaction link. (PsycInfo Database Record (c) 2022 APA, all rights reserved).
10 citations
TL;DR: In this paper , the authors examined the relationship between job stress, work-family conflict (WFC), and job satisfaction, and examined the moderating effect of emotional intelligence on these relationships through the lens of the job demands-resources model.
Abstract: This study aims to fill the previous research gap by examining the relationship between job stress, work-family conflict (WFC), and job satisfaction. It also investigates the mediating effect of job burnout, through which job demands influence job satisfaction, and examines the moderating effect of emotional intelligence (EI) on these relationships through the lens of the job demands-resources (JD-R) model. The data for this study was collected from 279 respondents who were frontline employees in 14 banks in Palestine. A cross-sectional research approach was performed using a partial least squares path modeling approach. The study finds that job demands (job stress and WFC) increase job burnout. Contrary to expectations, job demands have a negative but not significant direct effect on job satisfaction. Further, job burnout reduces frontline bank employees’ job satisfaction. Regarding the mediating effect, job burnout fully mediates the relationship between job demands and job satisfaction. The findings suggest that the relationship between job stress and job burnout is stronger when EI is comparatively low. The study thus extends prior research by investigating the conditional indirect effect of job stress on job satisfaction when job burnout acts as a mediator and EI is the moderator. It contributes to the JD-R literature by providing support from the Palestinian banking sector.
6 citations
TL;DR: In this paper , the authors examined the role of leaders' Five-Factor Model (FFM) personality traits in their mentoring quality and mentees' job satisfaction and concluded that the FFM personality traits substantially influenced the job satisfaction of the mentees.
Abstract: This study focuses on examining the role of leaders’ Five-Factor Model (FFM) personality traits in their mentoring quality and mentees’ job satisfaction. It has also examined how leaders’ mentoring quality impacts mentees’ job satisfaction, leading to their job performance at the workplace. The study used an explanatory research methodology to determine the cause-and-effect relationship between mentors’ FFM personality characteristics, mentoring quality, and mentees’ job satisfaction and job performance. The study was based on path-goal theory and the Big Five-Factor Model of personality characteristics, and a questionnaire was utilized to collect information on the model’s constructs. Following the non-probability convenience sampling technique, the empirical data were collected from the academic and non-academic staff of public and private higher education institutions (HEIs) located within Pakistan on five-point Likert scale. The proposed hypotheses were tested by using PLS software. Four main conclusions were derived from this study. First, the leaders’ openness to new experiences, agreeableness, and emotional stability substantially influenced the mentees’ job satisfaction. Surprisingly, the leaders’ conscientiousness and extraversion qualities did not affect the job satisfaction of the mentees. Second, the findings demonstrated that the openness to experience, conscientiousness, and extroversion has a considerable influence on leaders’ mentoring quality, but agreeableness and emotional stability have a negligible impact. Third, the mentoring quality of the leader had a substantial effect on the job satisfaction and work performance of the mentees. Fourth, this study confirmed the belief that mentees’ job satisfaction has a favorable influence on their job performance within the context of Pakistan’s educational sector. The current study’s findings provided valuable insights to the educational institutions about which personality traits they need to foster in their leaders, making them an excellent leader to enhance their mentees’ job satisfaction and job performance within their organizational settings.
6 citations
TL;DR: In this paper , a self-verification perspective is taken to explain how performance augments the aversive nature of abusive supervision, which in turn affects higher-performing employees' job embeddedness and subsequent decisions to quit their jobs.
Abstract: Higher-performing employees are extremely important to organizations due to their superior contribution to unit performance and vaulted value within their teams. In turn, they espouse higher work-specific self-worth (WSSW) evaluations that influence how they react to abusive supervision. Taking a self-verification perspective, we theoretically explain how performance (through WSSW) augments the aversive nature of abusive supervision, which in turn affects higher-performing employees’ job embeddedness and subsequent decisions to quit their jobs. Across three field studies, our model is supported as we find that performance is positively related to WSSW, which magnifies the negative effects of abusive supervision on satisfaction. Consequently, we discover that as job performance (and in turn self worth) increases, abusive supervision indirectly reduces job embeddedness and increases turnover through two forms of satisfaction. We expound upon how these findings contribute to both theory and practice.
6 citations
TL;DR: In this article , the authors developed a new scale to measure off-job crafting and examined its relationships to optimal functioning in different work contexts in different regions around the world (the United States, Germany, Austria, Switzerland, Finland, Japan, and the United Kingdom).
Abstract: Shaping off-job life is becoming increasingly important for workers to increase and maintain their optimal functioning (i.e., feeling and performing well). Proactively shaping the job domain (referred to as job crafting) has been extensively studied, but crafting in the off-job domain has received markedly less research attention. Based on the Integrative Needs Model of Crafting, needs-based off-job crafting is defined as workers’ proactive and self-initiated changes in their off-job lives, which target psychological needs satisfaction. Off-job crafting is posited as a possible means for workers to fulfill their needs and enhance well-being and performance over time. We developed a new scale to measure off-job crafting and examined its relationships to optimal functioning in different work contexts in different regions around the world (the United States, Germany, Austria, Switzerland, Finland, Japan, and the United Kingdom). Furthermore, we examined the criterion, convergent, incremental, discriminant, and structural validity evidence of the Needs-based Off-job Crafting Scale using multiple methods (longitudinal and cross-sectional survey studies, an “example generation”-task). The results showed that off-job crafting was related to optimal functioning over time, especially in the off-job domain but also in the job domain. Moreover, the novel off-job crafting scale had good convergent and discriminant validity, internal consistency, and test–retest reliability. To conclude, our series of studies in various countries show that off-job crafting can enhance optimal functioning in different life domains and support people in performing their duties sustainably. Therefore, shaping off-job life may be beneficial in an intensified and continually changing and challenging working life.
5 citations
TL;DR: For many students with disabilities, the transition from high school to a postsecondary educational institution can be challenging as they navigate a new environment with new or different supports as discussed by the authors, which can be especially difficult for those with disabilities.
Abstract: For many students with disabilities, the transition from high school to a postsecondary educational institution can be challenging as they navigate a new environment with new or different supports....
4 citations
TL;DR: Zhang et al. as discussed by the authors connect job crafting and organizational socialization research and propose that newcomers use job crafting to create a resource-rich and stimulating work environment and construct a sense of organizational insider status during socialization.
Abstract: Building on a self-enhancement perspective, we connect job crafting and organizational socialization research and propose that, based on their core self-evaluations (CSEs), newcomers use job crafting to create a resource-rich and stimulating work environment and construct a sense of organizational insider status during socialization. We hypothesize a positive reciprocal relationship between job crafting and insider status, and we also propose that leaders’ developmental coaching strengthens the positive effects of CSEs on job crafting and insider status. Survey data were collected from a four-wave sample of 125 newcomers at various organizations in China. The results showed that 1) positive CSEs were associated with more job crafting behaviours as well as higher perceptions of insider status, 2) job crafting and insider status were positively and reciprocally related to one another over time, and 3) leaders’ developmental coaching moderated the positive effect of CSEs on insider status, but not on job crafting, such that the association between CSEs and insider status was positive for higher levels of developmental coaching and non-significant for lower levels of leaders’ developmental coaching. These findings reveal a self-enhancement process during organizational socialization and the important role of leaders’ developmental coaching in such a process.
4 citations
TL;DR: In this paper , the authors investigated the relationship between the Light and Dark Core of personality and self-reported adherence to COVID-19 containment measures and found that selfreported adherence was positively related to the Light Core and this relationship was also mediated by motivation.
4 citations
TL;DR: Wang et al. as discussed by the authors investigated the mediating effect of core self-evaluation, positive affect, and negative affect in the relationship between trait mindfulness and life satisfaction based on the Mindfulness-to-Meaning theory.
Abstract: Life satisfaction is the general evaluation of the individual’s life, which is of great significance to achieving a better life. The purpose of the present study was to investigate the mediating effect of core self-evaluation, positive affect, and negative affect in the relationship between trait mindfulness and life satisfaction based on the Mindfulness-to-Meaning theory. 991 Chinese undergraduates (692 females, 299 males) completed the Mindful Attention Awareness Scale, the Core Self-Evaluations Scale, the Positive Affect and Negative Affect Scale, and the Satisfaction with Life Scale. The results indicated that core self-evaluation and negative affect mediated the effect of trait mindfulness on life satisfaction, consistent with the Mindfulness-to-Meaning theory. Furthermore, trait mindfulness affected life satisfaction by the mediation paths of “core self-evaluation→positive affect” and “core self-evaluation→negative affect,” which uncovered the underlying mechanism of promoting life satisfaction by combining the point of view of cognition (core self-evaluation) and emotion (positive and negative affect). The present study not only contributes to a better theoretical understanding of how trait mindfulness links to life satisfaction but also provides valuable guidance for enhancing life satisfaction.
3 citations
TL;DR: In this article , a longitudinal investigation of the development of trait greed across time was conducted and the authors found that negative core beliefs that have so far been proposed only in the clinical literature (e.g., being unloved or being insecure) contributed to the development, indicating that striving for material goals might be a substitute for unmet needs.
Abstract: Recent models of personality development have emphasized the role of the environment in terms of selection and socialization effects and their interaction. Our study provides partial evidence for these models and, crucially, extends these models by adding a person variable: Core beliefs, which are defined as mental representations of experiences that individuals have while pursuing need-fulfilling goals. Specifically, we report results from a longitudinal investigation of the development of trait greed across time. Based on data from the German Personality Panel, we analyzed data on 1,965 young adults on up to 4 occasions, spanning a period of more than 3 years. According to our results, negative core beliefs that have so far been proposed only in the clinical literature (e.g., being unloved or being insecure) contributed to the development of trait greed, indicating that striving for material goals might be a substitute for unmet needs in the past. Additionally, greedy individuals more often self-selected themselves into business-related environments, which presumably allow them to fulfill their greed-related need to earn a lot of money. Our results expose important mechanisms for trait greed development. Regarding personality development in general, core beliefs were identified as an important variable for future theory building.
3 citations
TL;DR: In this article, the mediating role of core self-evaluation (CSE) on the relationship between dispositional mindfulness and mental wellbeing has been analyzed, and it is found that core selfevaluation fully mediates the effect of dispositional meditation on mental well-being.
Abstract: This study analyses the mediating role of Core Self-evaluation (CSE) on the relationship between dispositional mindfulness and mental wellbeing. A sample of 184 Muslim students (Mage = 22.08) studying in the different universities completed the self-report measures of the Mindful Attention Awareness Scale (MAAS), the Core Self-evaluations Scale (CSES), and the Warwick–Edinburgh Mental Well-being Scale (SWEMWBS). The collected responses are subjected to multiple regression and mediation analyses. The results revealed that dispositional mindfulness and core self-evaluations significantly predicted mental well-being. It is found that core self-evaluation fully mediates the effect of dispositional mindfulness on mental well-being. Moreover, it is also observed that measures of dispositional mindfulness, core self-evaluation, and mental well-being are indifferent with respect to students’ gender. Therefore, the study highlights the importance of core self-evaluation and explains a possible process by which depositional mindfulness enhances Muslim students' mental well-being.
TL;DR: In this paper , a cross-sectional study of 601 professional drivers assesses psychosocial risks and job satisfaction using COPSOQ and Overall Job Satisfaction questionnaire models, with the most influential variables being the meaning and development of work, integration in the company, social relations, esteem and level of psychological demands.
Abstract: Psychosocial work factors are implicated in the development of stress and job satisfaction. This relationship has been scarcely studied in so-called singular activities, as is the case of professional drivers. This cross-sectional study of 601 professional drivers assesses psychosocial risks and job satisfaction using Copenhagen Psychosocial Questionnaire (COPSOQ) and Overall Job Satisfaction questionnaire models. The values of the psychosocial scales of professional drivers were compared with thresholds values of the Spanish working population. The relationships of the psychosocial scales with the level of job satisfaction were examined using logistic regression models, adjusted for age, gender, length of driving license and years of experience. In general, professional drivers have an unfavorable psychosocial environment compared to the average Spanish workers. The relationship between psychosocial scales and job satisfaction is observed, with the most influential variables being the meaning and development of work, integration in the company, social relations, esteem and level of psychological demands.
TL;DR: Zhang et al. as mentioned in this paper examined the unique role of perceived job search events in predicting job search self-efficacy and two job search outcomes during the school-to-work transition and found that negative events controllability and positive events frequency are directly related to perceived progress and number of offers, respectively.
TL;DR: In this article , the authors investigated the impact of core self-evaluations on job satisfaction and turnover intention by proposing a parallel mediation model, where the mediating role of intrinsic and extrinsic motivation provided new insight into the connections between core selfevaluations, job satisfaction, and turnover expectations.
Abstract: Job satisfaction and turnover intention among academic staff remains a challenge in higher education institutions. To aid understanding of the factors that can reduce intention to leave and increase job satisfaction among academic staff, the present research investigated the impact of core self-evaluations (CSEs) on job satisfaction and turnover intention by proposing a parallel mediation model. The researcher used quantitative approach. The sample consisted of (n = 305) academic staff working in higher education institutions in Nigeria, with a total of 80 females and 225 males. The study attempted to investigate the connection between core self-evaluations, job satisfaction, and turnover intention using self-determination theory to investigate the parallel mediating role of intrinsic and extrinsic motivation on the relationship. Through application of structural equation modeling, the findings showed that CSEs had an impact on job satisfaction and turnover intention, mainly through the mediating role of intrinsic and extrinsic motivation. The mediating role of intrinsic and extrinsic motivation provided new insight into the connections between core self-evaluations, job satisfaction, and turnover expectations.
TL;DR: The authors examined burnout and engagement dimensions as predictors of life satisfaction in a sample of 531 Spanish teachers and found that personal accomplishment and dedication mediated the link between core self-evaluations and life satisfaction.
TL;DR: In this paper , the authors examined how job resources, demands, and self-efficacy affect American STEM teachers' job satisfaction by analyzing the US TALIS 2018 data and found that these factors uniquely contributed 15.9%, 2.9, and 2.1% of the variance, separately.
Abstract: This study aims to examine how job resources, demands, and self-efficacy affect American STEM teachers' job satisfaction by analyzing the US TALIS 2018 data. Multiple regression and commonality analysis were used to analyze factors' significant contributions and their detailed real unique and common contributions to STEM teachers' job satisfaction. The results show that the final model explains 29.6% of the variances of STEM teachers' job satisfaction. The commonality analysis further showed that job resources, job demands, and job self-efficacy explained 23.5%, 8.6%, and 8.0% of variances of job satisfaction, respectively. However, these factor sets uniquely contributed 15.9%, 2.9%, and 2.1% of the variance, separately. This study confirms the validity of the revised job demands−resources model for STEM teachers' job satisfaction. Furthermore, the commonality analysis reveals the unique and independent contributions of job demands, resources, and self-efficacy to job satisfaction. Results from the research identified the significance of job resources contributing to the improvement of STEM teachers' job satisfaction.
TL;DR: In this paper , the authors constructed a moderated mediation model to examine whether meaning in life mediated the relationship between core self-evaluation and subjective wellbeing, and whether this mediating process was moderated by adolescents' self-esteem.
Abstract: Objectives Much has been written documenting the positive association between core self-evaluation and adolescents' subjective wellbeing, but little is known about the mediating and moderating mechanisms which underlay this relationship. This study constructed a moderated mediation model to examine whether meaning in life mediated the relationship between core self-evaluation and subjective wellbeing, and whether this mediating process was moderated by adolescents' self-esteem. Methods A sample of 1,185 adolescents (11–17 years of age, 51.3% females) completed the Core Self-Evaluation Scale (CSES), the Meaning in Life Questionnaire (MLQ), the Rosenberg Self-esteem Scale (RSES), and the Index of Wellbeing Scale (IWS). Results The results indicate that after controlling for gender and age, core self-evaluation contributed significantly to subjective wellbeing (β = 0.900, p < 0.001). Meaning in life played a mediating role in the relationship between core self-evaluation and subjective wellbeing (β = 0.143, p < 0.01), with core self-evaluation indirectly affecting subjective wellbeing through meaning in life (βindirect = 0.068, 95% CI = [0.024, 0.119]). Self-esteem moderated the path mediated by meaning in life, more specifically, the conditional indirect effect between core self-evaluation and wellbeing was significant for adolescents with medium and low self-esteem (effect = 0.056, 95% CI = [0.014, 0.106]; effect = 0.092, 95% CI = [0.034, 0.159]. Both mediating and moderating effects were shown to exist in the association between core self-evaluation and adolescents' subjective wellbeing. Discussion Based on the results, the following suggestions can be made: subjective wellbeing can be promoted through interventions such as enhancing adolescents' core self-evaluation and helping them understand the meaning in life, and that greater attention needs to be paid to adolescents with low self-esteem. The findings of this study helpful to clarify the mediation and moderating mechanism of the beneficial influence of adolescents' core self-evaluation on subjective wellbeing.
TL;DR: In this article , the authors investigate how several personality traits and two affective states might be associated with organizational commitment in a Middle Eastern collectivist culture like Turkey, and the results indicated that the traits extraversion and agreeableness are positively related to affective commitment through positive affectivity when core self-evaluations is high-to-medium in strength.
Abstract: The purpose of this study is to investigate how several personality traits and two affective states might be associated with organizational (affective) commitment in a Middle Eastern collectivist culture like Turkey. We tested moderated mediation models of the effects of Big-Five personality traits on affective commitment to the organization while investigating the mediation effects of two affective states (i.e., positive affectivity and negative affectivity) and the moderating effects of a personality trait (i.e., core self-evaluations) on these relationships. Data were collected in a field study (N = 312) using a time-lagged research design. As expected, the results indicated that the traits extraversion and agreeableness are positively related to affective commitment through positive affectivity when core self-evaluations is high-to-medium in strength. The results also showed that the indirect and negative effect of neuroticism on affective commitment via negative affectivity was not supported. The main contribution of this study is the focus on personality and affectivecommitment linkages, giving an increased understanding of the processes, mechanisms, and conditions (i.e., indirect and moderating) operating within these linkages. Desenredando la conexión entre personalidad y compromiso: un modelo de mediación moderada de las autoevaluaciones centrales y de la afectividad
TL;DR: In this paper , the authors examined the relationship between the five basic personality dimensions and seafarers' job satisfaction and found that emotional stability was the highest correlate for both measures of job satisfaction, while the measure of maritime job satisfaction additionally correlated positively with agreeableness.
Abstract: Over the past decade, research on seafarers' health, well-being, stress, and job satisfaction has increased. Previous studies on other work populations have shown the relationship between the Big Five personality traits and job satisfaction, but the significance of each trait of the Big Five model, as well as the size of the correlations, vary according to the characteristics of the samples, such as gender, age, and occupation. With a view of the lack of addressing this research topic in seafarers, this study aimed to examine the relationships between the five basic personality dimensions and seafarers' job satisfaction. The convenient sample consisted of 286 Croatian male seafarers aged between 18 and 65. Participants completed a questionnaire that included questions on sociodemographic characteristics, IPIP-50 inventory measuring five personality traits, Job Satisfaction Scale, and Seafarers' Job Satisfaction Scale. The results showed that both measures of job satisfaction correlated positively with emotional stability, conscientiousness, and extraversion. However, the general measure of job satisfaction additionally correlated positively with intellect/imagination, while the measure of maritime job satisfaction additionally correlated positively with agreeableness. Among the five personality traits, emotional stability proved to be the highest correlate for both measures of job satisfaction. This pilot study reveals significant correlations between the Big Five personality traits and seafarers' job satisfaction. The paper brings theoretical and practical discussions on the relationships between the Big Five personality traits and seafarers' general and specific job satisfaction. The study represents a call for further researchers to verify the obtained results on more representative samples of the seafarer population and to test the predictive validity of personality traits in explaining job satisfaction through longitudinal studies.
TL;DR: In this article , the authors investigated the extent to which job titles and job characteristics contribute to the job satisfaction of employees at a Midwestern United States utility and transportation company using Hackman & Oldham's Job Characteristics Model (1976) and Katz and Van Maanen's (1977)Loci of Work Satisfaction.
Abstract: The current study aims to investigate the extent to which job titles and job characteristics contribute to the job satisfaction of employees at a Midwestern United States utility and transportation company using Hackman & Oldham’s Job Characteristics Model (1976) and Katz and Van Maanen’s (1977)Loci of Work Satisfaction. It assumes if job titles are designated based on these characteristics—then employees will be more satisfied and therefore more motivated and productive. The researchers undertook an ethnophenomenological approach with a data of 25 full-time employees who were interviewed about their overall experience regarding their job and how they feel the five core dimensions of work satisfaction (Hackman & Oldham, 1976) are related to their job titles using a semi-structured pattern following Kvale’s (1996) framework. Results demonstrate that employees in this organization feel that job titles significantly impact their overall job satisfaction and responded positively to all five of the core job characteristic dimensions. However, employees who feel that their job title affects their external rapport perceived a need to alter their job titles. This study was restricted to self-report measures at a single organization.
TL;DR: In this article , the authors examined self-focused personality traits such as narcissism and core self-evaluation (CSE) as predictors of negative (NWG) and positive workplace gossip (PWG).
Abstract: PurposeAlthough many probable consequences of workplace gossip have been featured prominently in the organizational behavior literature, existing research lags in identifying the possible causes behind it. In the present research, the authors aim to examine self-focused personality traits such as narcissism and core self-evaluation (CSE) as predictors of negative (NWG) and positive workplace gossip (PWG). In addition, the study tests the moderating influence of perceived organizational politics (POP) on the aforementioned relationships.Design/methodology/approachThe authors conducted a time lagged field study on a sample of 616 employees from various organizations across India. The proposed theoretical model was tested using structural equation modeling procedures in AMOS.FindingsNarcissism was found to relate significantly with NWG as well as PWG. CSE, on the other hand, showed significant association with NWG only. Further, POP was found to moderate the relationship between narcissism and PWG.Practical implicationsPresent study makes practitioners aware of the ubiquity of the phenomenon of gossip and encourages them to design and implement policies that cater to the needs of communication of employees. It also advises managers to carefully examine political scenario in the organization, and understand how it can be moulded for the betterment of employees as well as the organization.Originality/valueFirst, using social comparison theory, the authors introduce personality traits as predictors of NWG and PWG. Second, by exploring POP as the boundary condition, the authors take into account the most common yet unexplored factor that affects gossip behavior in the organizations.
TL;DR: Zhang et al. as discussed by the authors explored the internal mechanism of the impact of proactive personality and career calling on job performance from both personality traits and intrinsic motivation perspectives, highlight the important role of job crafting as an individual's proactive behaviour, and demonstrate the supporting role of organisational embeddedness as an external environmental factor.
Abstract: Purpose: Based on self-determination theory, this study sought to clarify the internal mechanism of the impact of proactive personality and career calling on job performance from both personality traits and intrinsic motivation perspectives, highlight the important role of job crafting as an individual’s proactive behaviour, and demonstrate the supporting role of organisational embeddedness as an external environmental factor.Design/methodology/approach: Hierarchical regression analysis and bootstrap-based path analysis were used to test the above hypotheses on 292 employees in China.Findings/results: The results show that proactive personality and career calling had significant positive effects on employees’ job performance, and job crafting was a full mediator in both paths, with significantly different mediation effects. Organisational embeddedness moderated this mediating effect.Practical implications: This study provides references for employees and organisations to continuously improve their job performance. Organisations need to address job crafting behaviours and create related supporting atmospheres.Originality/value: This study explored the mechanisms that affect career outcomes from both personality traits and intrinsic motivation aspects. The theoretical model verifies the value of individual intrinsic motivation and autonomous behaviour, and confirms the theory of self-determination. The study also extends the existing career theory by breaking through the one-sidedness of the previous theory that emphasises only the role of the organisation, but highlights the crucial importance of employees’ subjective initiatives.
TL;DR: In this paper, the authors investigate the theoretical and empirical links between general trait competitiveness and the three competitive attitudes: personal development, hypercompetition, and competition avoidant, as moderated by core self-evaluation.
Abstract: This article explores the multifaceted nature of the individual motivations behind engaging in competition. In doing so, we investigate the theoretical and empirical links between general trait competitiveness and the three competitive attitudes: personal development, hypercompetition, and competition avoidant, as moderated by core self-evaluation. Findings indicate that it is not merely the level of general trait competitiveness that influences an individuals attitude towards competing, but heightened levels of core self-evaluation decrease the neurotic and unhealthy competitive attitudes of hypercompetitive and competition avoidant individuals. We discuss the implications for these relationships.
TL;DR: This paper examined whether core self-evaluations (CSE) are negatively associated with perceived job demands and emotional exhaustion (EE) and found that high CSE is a personal protective resource that must be taken into account in burnout-related interventions.
Abstract: Abstract We examined whether core self-evaluations (CSE) are negatively associated with perceived job demands and emotional exhaustion (EE) (differential exposure hypothesis), as well as decrease the relationship between job demands and EE (differential reactivity hypothesis, DRH). This study is the first to examine the DRH with EE as strain outcome. Employees of diverse backgrounds (N = 296) completed a survey measuring each variable. Results from conditional process analyses corroborate both hypotheses. The more employees had high CSE (1) the less they perceived high job demands, (2) the less they had exhaustion symptoms, and (3) the less job demands were associated with exhaustion. Accordingly, CSE is a personal protective resource that must be taken into account in burnout-related interventions (e.g., using coaching practices tailored to favor high CSE).
TL;DR: In this paper , the authors explored the effect of work values and socio-demographic characteristics upon the link between life satisfaction and job satisfaction, and found that the role of job in person's life depends largely on demographic factors, religiosity and socioeconomic factors.
Abstract: PurposeThe purpose of this paper is to explore the effect of work values and socio-demographic characteristics upon the link between life satisfaction and job satisfaction.Design/methodology/approachThe European Values Study (EVS) 2008–2009 is used as the dataset. The sample is limited to those who have paid jobs (28,653 cases).FindingsSocio-demographic characteristics matter more than work values in explaining the effect of job satisfaction on life satisfaction. The association between life satisfaction and job satisfaction is stronger for higher educated individuals and those who are self-employed and weaker for women, married individuals, religious individuals and those who are younger. Extrinsic and intrinsic work values significantly influence life satisfaction independent of the level of job satisfaction.Practical implicationsIt is important to pay attention to the working conditions and well-being of the core of the labour force, in other words, of those who are ready to invest more in their jobs. Also, special attention should be given to self-employment.Originality/valueThe paper compares the roles of work values and of socio-demographic characteristics as predictors of the association between job satisfaction and life satisfaction. It shows that the role of job in person's life depends largely on demographic factors, religiosity and socio-economic factors.
27 Jan 2022
TL;DR: In this paper , a review of research on core self-evaluations, a broad personality trait indicated by four more narrow traits: self-esteem, generalized self-efficacy, locus of control, and emotional stability, is presented.
Abstract: In this article we present a review of research on core self-evaluations, a broad personality trait indicated by 4 more narrow traits: self-esteem, generalized self-efficacy, locus of control, and emotional stability. We review evidence suggesting that the 4 core traits are highly related, load on a single unitary factor, and have dubious incremental validity controlling for their common core. We more generally investigate the construct validity of core self-evaluations. We also report on the development and validation of the first direct measure of the concept, the Core Self-Evaluations Scale (CSES). Cross-cultural evidence on the CSES is provided. We conclude by offering an agenda for future research, discussing areas where future core self-evaluations research is most needed.
TL;DR: The authors conducted a systematic review of the individual differences and capabilities (i.e., traits, abilities, skills) related to hybrid work outcomes (e.g., job performance, job satisfaction).
Abstract: Despite the significant increase in employees working away from the traditional office (i.e., hybrid work), our understanding of the individual differences that support hybrid workers’ success remains fragmented, limiting theoretical development and practical applications. To remedy this gap in the literature, we conducted a systematic review of the individual differences and capabilities (i.e., traits, abilities, skills) related to hybrid work outcomes (e.g., job performance, job satisfaction). We identified 53 studies published in 49 published and unpublished sources. Then, to gain an understanding of common clusters of individual differences and capabilities, we inductively grouped the extracted study variables to identify three trait and ability clusters (e.g., Big Five Personality, other personality constructs, abilities) and four higher-order competency clusters (e.g., self-management, interpersonal-focused, leadership-specific, technology-based). To aid in practical applications and future research directions, we connected these trait and competency clusters to two computer-mediated work theories (e.g., media richness theory, social presence theory) and two organizational behavior theories (e.g., trait activation theory, role theory).
TL;DR: In this paper , a serial multiple mediation model was developed and tested on 2183 active seniors using the Korean Labor and Income Panel Study data to examine how active seniors' job changes impact life satisfaction through person-job fit and job satisfaction.
Abstract: With older workers staying in or re-entering the workforce post-retirement, there has been growing interest in the aging workforce. This study examines how active seniors’ job changes impact life satisfaction through person–job fit and job satisfaction. Drawing on conservation of resources, person–job fit, and spillover theories, we developed and tested a serial multiple mediation model on 2183 active seniors using the Korean Labor and Income Panel Study data. The results of PROCESS macro analysis showed that (a) job change negatively affects life satisfaction, (b) both person–job fit and job satisfaction parallelly mediate the job change and life satisfaction relationship, and (c) there is a serial multiple mediation effect of person–job fit and job satisfaction on the job change and life satisfaction relationship. Our study reveals the link between work and nonwork domains as informed by the three theories, extends the existing literature on life satisfaction from a bottom-up perspective, and considers cultural characteristics.