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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: The relationship between job satisfaction and job performance has been studied extensively in industrial-organizational psychology as discussed by the authors, where the authors used self-report ratings to assess performance, while others used peer or supervisor ratings.
Abstract: Introduction Job satisfaction plays an important role for an employee in terms of health and well being (Kornhaurser, 1965; Khaleque, 1981) and for an organization in terms of its productivity, efficiency, employee relations, absenteeism and turnover (Vroom, 1964; Locke, 1976; khaleque, 1984). Job satisfaction is a complex variable and influenced by situational factors of the job as well as the dispositional characteristics of the individual (Sharma & Ghosh, 2006). It can be captured by either a one dimensional concept of global job satisfaction or a multi faceted construct capturing different aspects of job satisfaction that can vary independently. Research examining the relationship between job satisfaction and job performance has been conducted since at least as early as 1945 (e. g., Brody, 1945) and methodology utilized has varied greatly. Some researchers used established scales to measure job satisfaction, while some developed their own. Some used self-report ratings to assess performance, while others used peer or supervisor ratings. The idea that job satisfaction leads to better performance is supported by Vroom's (1964) work which is based on the notion that performance is natural product of satisfying the needs of employees. The study relating to the relationship between job satisfaction and job performance has now become a research tradition in industrial-organizational psychology. The relationship between job satisfaction and job performance has been described as the "Holy Grail" of industrial psychologists (Landy, 1989). Many organizational theories are based on the notion that organizations that are able to make their employees happy will have more productive employees. Over the years, scholars examined this idea that a happy worker is a productive worker; however, evidence is not yet conclusive in this regard. Empirical studies have produced several conflicting viewpoints on the relationship between job satisfaction and job performance. Strauss (1968) commented, "Early human relationists viewed the morale--productivity relationship quite simple: higher morale would lead to improved productivity". Siegel & Bowen (1971) and Bagozzi (1980) suggested that job performance leads to job satisfaction but not the reverse. Anderson (1984) indicated that autonomy and feedback from the job is significantly correlated with the performance. Keaveney and Nelson (1993) found a non-significant correlation coefficient between job satisfaction and job performance. Manjunath (2008) found job satisfaction of agricultural scientists significantly correlated with their scientific productivity. Ravindran (2007) found that job satisfaction is non-significantly correlated with job performance. There are conflicting viewpoints on the relationship between job satisfaction and job performance. The proposed study is to synthesize the results of different studies relating to the relationship between job satisfaction and job performance. Meta-analytic Studies Petty et al (1984) provided a limited meta-analysis of the job satisfaction-job performance relationship. They confined their analysis to 16 studies that were published in five journals from 1964 to 1983. Higher and more consistent correlations between overall job satisfaction and performance were indicated than those previously reported. Relationships between job descriptive index measures of job satisfaction and performance were not as high or as consistent as those found between overall job satisfaction and performance. They reported a mean corrected correlation of 0.31 between the constructs. Laffaldano and Muchinsky (1985) analyzed 217 correlations from 74 studies and found a substantial range in satisfaction-performance correlations across the job satisfaction facets, ranging from a mean "true score" correlation of 0.06 for pay satisfaction to 0.29 for overall job satisfaction. For their primary analysis they averaged the facets performance correlations and reported an average true score correlation of 0. …

24 citations

Journal ArticleDOI
TL;DR: In this article, the authors argue that basic personality characteristics can help to understand why certain employees are more satisfied with their jobs than others, and they conclude that personality can add to our theoretical understanding of public personnel management, and help public managers identify applicants who are likely to be satisfied with work in the public sector.
Abstract: Job satisfaction is an important component of bureaucratic success. In this article, we build on the emerging literature on the five-factor model of personality and argue that basic personality characteristics can help us understand why certain employees are more satisfied with their jobs than others. Multivariate analysis of personality and job satisfaction data from over 1,000 public servants supports this argument. We conclude with a discussion about how personality can add to our theoretical understanding of public personnel management, and help public managers identify applicants who are likely to be satisfied with work in the public sector.

24 citations

01 Jan 2012
TL;DR: In this paper, the authors examined the results of 359 internships over a period of years and found that job satisfaction is more highly related to job performance in situations where the intern and their supervisor are of the same gender.
Abstract: Industrial psychologists and management theorists have been examining the linkage between job satisfaction and job performance for at least fifty years. The results have been, at best, tenuous. The effects of age, gender, personality and environment have been considered without yielding concrete resolution. Since an internship or similar work integrated learning experience might well be a career starting point, a study was conducted to determine what, if any, relationship exists between satisfaction and performance at this stage. Assessment of job performance for student interns is an accepted practice for work integrated learning operations. This paper examines the results of 359 internships over a period of years. Consideration was given to the gender of the intern and their supervisor and the key factors that interns and their supervisors tended to focus on in their evaluations. Gender did not seem to play a role in the students’ view of the value of various work characteristics. The effect of moderating variables were considered when examining the satisfaction-performance relationship. Although the use of such moderators did alter the results, their effect was fairly small and did not have a meaningful impact on the conclusions drawn. A clear finding emerged suggesting that job satisfaction is more highly related to job performance in situations where the intern and their supervisor are of the same gender.

24 citations

Journal ArticleDOI
TL;DR: In this article, the authors explored the relationship between universal individual value priorities, feelings and global job satisfaction as well as satisfaction with life in Turkish context and found that participants are slightly to moderately satisfied both with their job tasks and with the evaluation of global satisfaction of their own lives.
Abstract: Purpose – The purpose of this paper is to explore the relationships between universal individual value priorities, feelings and global job satisfaction as well as satisfaction with life in Turkish context. The sub-research question is to learn the moderation effect of job satisfaction on the relationship between values, experienced feelings and life satisfaction. Design/methodology/approach – Analytical type of research design was used, and the data were obtained from 390 respondents who are the employees of different organizations in three cities in Turkey. Four measurement devices (Schwartz’s ten-item Portrait Values Questionnaire (PVQ), Brayfield-Rothe’s overall job satisfaction (OJS), and Diener’s Scale of positive and negative experience (SPANE) and satisfaction with life scale (SWLS)) were employed. Findings – It was understood that the participants are slightly to moderately satisfied both with their job tasks and with the evaluation of global satisfaction of their own lives. The values of self-dir...

24 citations

Journal ArticleDOI
TL;DR: In this article, Liu et al. investigated the CSE-strengths use relationship and explored the mediating mechanisms of emotional intelligence (EI) and positive affect (PA) on the relationship.

24 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202325
202252
202148
202046
201943
201843