Topic
Core self-evaluations
About: Core self-evaluations is a research topic. Over the lifetime, 1483 publications have been published within this topic receiving 95787 citations.
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TL;DR: In this paper, the authors reviewed evidence suggesting that job satisfaction is caused by individual dispositions and concluded that it is more likely that dispositions indirectly affect job satisfaction via selection and self-selection processes.
Abstract: Evidence suggesting that job satisfaction is caused by individual dispositions is reviewed, and stability coefficients for job satisfaction in previous studies are analysed with a meta-analytic procedure. Previous longitudinal studies analysing job changer samples imply an upper limit estimate of 0.51 for direct dispositional influences on job satisfaction. A study of job changers considering the stability of working conditions suggests that this estimate has to be considerably corrected downwards. At present, it is concluded that it is more likely that dispositions indirectly affect job satisfaction via selection and self-selection processes. Implications for job satisfaction as a tool for organizational assessment are discussed. Copyright © 2001 John Wiley & Sons, Ltd.
422 citations
TL;DR: A selective review of the literature on personality and vocational behavior from 1993 to 1997 can be found in this article, where the authors framed the personality aspects of the research in terms of the Five-Factor Model of personality whenever possible, to enhance synthesis across the literature.
403 citations
TL;DR: In a recent discussion of the bandwidth-fidelity dilemma in personality measurement for personnel selection, One and Viswesvaran (1996) concluded that "broader and richer personality traits will have higher predictive validity than narrower traits" as mentioned in this paper.
Abstract: In a recent discussion of the bandwidth–fidelity dilemma in personality measurement for personnel selection, Ones and Viswesvaran (1996) concluded that ‘broader and richer personality traits will have higher predictive validity than narrower traits’. In this paper, the arguments made by Ones and Viswesvaran in favor of the exclusive use of broad personality dimensions are discussed. New data are presented that contradict Ones and Viswesvaran's claim of the existence of a general, integrity-related personality factor, and that show two narrow measures—the Responsibility and Risk Taking scales of the Jackson Personality Inventory—to have higher validities than the Big Five dimensions with respect to job performance criteria based on self-reported workplace delinquency in a sample of 127 entry-level employees. © 1998 John Wiley & Sons, Ltd.
400 citations
TL;DR: In this article, the extent to which positive and negative affect at work mediate personality effects (Emotional Intelligence) on job satisfaction was tested. But, the results were limited to a subset of educators who completed the Wong Law Emotional Intelligence Scale and the General Index of job satisfaction.
388 citations
TL;DR: In this article, the authors focus on job burnout, job engagement, and their relationships with the Big Five personality dimensions: extraversion, agreeableness, conscientiousness, neuroticism, and openness to experience, and find that the most critical personality trait affecting burnout is neuroticism and the most eminent traits predicting engagement are conscientiousness and neuroticism.
384 citations