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.

Factors Related to Job Satisfaction and Autonomy as Correlates of Potential Job Retention for Rural Nurses

Abstract: This study of 167 nurses in 10 rural Georgia agencies examines the relationships among personal characteristics, factors of job satisfaction, autonomy, and job retention. The findings indicate that, contrary to expectations, personal characteristics (e.g., age, education, salary, marital status, and number of dependents) are not strong predictors of job retention in this sample. Some of the factors of job satisfaction do correlate negatively with indicators of impending job change, but the strongest relationships were those related to nursing autonomy. The study concludes that, of the variables studied, autonomy was the most effective predictor of job satisfaction and intention to remain in the current position.

Applicant Reactions in Saudi Arabia: Organizational attractiveness and core-self evaluation

Abstract: This paper reports findings from a survey into applicant reactions of working adults in Saudi Arabia. A sample of 193 participants from four job functions was obtained, with measures of organizational attractiveness, core-self evaluation, and applicant reactions to four popular selection methods in the country – interviews, resumes, work sample tests, and references – being included. Findings indicate a notably similar pattern of preference reactions to previous studies in other (Western) countries, affirming arguments for so-called reaction generalizability. Work sample tests were rated the most favorably followed by interviews, resumes, and references. For specific procedural dimensions, resumes were perceived as the most favorable, followed by work sample tests, interviews, and references. Several significant differences were found across job functions, mostly for interviews and resumes. Significant effects were found between reactions and organizational attractiveness, and between reactions and core-self evaluation, including some interaction effects. Implications for future research and for practice in employee selection are considered in the conclusion.

Locus of Control and Activity Level as Moderators in the Quantitative Job Demands—Satisfaction/ Psychological Anxiety Relationship: An Experimental Analysis

Abstract: The present study examined the impact the quantitative job demands on satisfaction and psychological anxiety. In addition, the moderating effects of locus of control and activity level were examined. Consistent with the literature, perceptions of job demands were found to negatively affect satisfaction and positively affect psychological anxiety. Individuals reporting high activity levels had the strongest positive relationship between perceived job demands and psychological anxiety. Finally, external locus of control strengthened the negative relationship between perceived job demands and satisfaction. Results and social implications are discussed.

Background, needs, job perceptions, and job satisfaction: a causal model

Abstract: Data concerning sex, social status, need strength, job perceptions and job satisfaction were collected from 411 people who were entering the work force for the first time at the time they obtained their jobs and approximately 10 months later. Using maximum likelihood path analysis, support was obtained for the following causal sequence: Background → Need Strength → Job Perception → Job Satisfaction. As in other studies, growth need strength was related to job dimensions. However, relatedness needs also appear to play a significant role in determining perceptions of jobs and job satisfaction. Sex and social status determined to some extent the subjects' initial level of need strength and indirectly their job perceptions.