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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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Journal ArticleDOI
TL;DR: In this paper, a survey of British and Danish Library Managers explores the concept of job satisfaction and its relation to stress, job content and job conditions, and it is also evident that nationality plays a significant role in relation to factors such as stress and freedom in decision making.
Abstract: Based on a survey of British and Danish Library Managers the paper explores the concept of job satisfaction and its relation to stress, job content and job conditions. The paper evokes the theories of Hofstede as a tentative explanation of national differences. The paper sets out to analyse job satisfaction in relation to a range of demographic variables. On the basis of a multitude of questions and statements the author forms several composite variables. They concern factors such as stress, freedom in the job, perception of management style and the actual job content. Hofstede's theories about cultural differences are at least partly confirmed through the analysis. They cannot explain all the differences, but at least some of the major ones. It is also evident that nationality plays a significant role in relation to factors such as stress and freedom in decision making. The paper also hints that an intervening variable could be the way nations adopt different methods to reorganise the public sector. A last point made in the paper is the partial rejection of a generic theory about job satisfaction. The factors tend to be the same, but the weighting of the single factor and its significance are influenced by background factors such as nationality, size of the employing institution and the mix of tasks in the job.

23 citations

Journal ArticleDOI
TL;DR: In this paper, the authors examined how core self-evaluation develops from social support in the career context and how it influences individuals' life satisfaction and found that social support mediated the CSS-life satisfaction relationship in such a way that CSS served as a cause of CSE, which in turn affected individuals's life satisfaction.

23 citations

Journal Article
TL;DR: One theory of job satisfaction is based on a person's evaluation of whether one gets what he/she wants from a job (Vroom, 1964) and another theory is related to the degree the job provides outcomes which are in congruence with what the person desires.
Abstract: Job satisfaction has been related to personnel turnover (Scott & Taylor, 1973), plans to terminate employment (Rosse & Hulin, 1985), and life satisfaction (Iris & Barrett, 1972) Additionally, job satisfaction has been correlated with positive behaviors toward others (Smith, Organ & Near, 1983) and physical health (Burke, 1970; Karasek, Gardell, & Lindell 1987) Job satisfaction has been noted to be important for people with disabilities (Quigley, 1968; Selzer, 1984) The Hawthorne study (Roethlisberger & Dickenson, 1939) was an early indicator of research on job satisfaction As a side effect of studying productivity, investigators found that workers influenced the behavior of their coworkers and a sense of belonging to the work group was pursued Prior to this time there was little expressed interest among employers to understand job satisfaction In the 1940s as more workers were needed, largely due to World War II, there was an increased interest in job satisfaction of workers and several theories of job satisfaction were developed to understand relevant issues Theories have been helpful in understanding the nature of job satisfaction and for developing measures to assess job satisfaction One theory of job satisfaction is based on a person's evaluation of whether one gets what he/she wants from a job (Vroom, 1964) The amount of job satisfaction is related to the degree the job provides outcomes which are in congruence with what the person desires In another theory of job satisfaction Herzberg (1966) suggested a two factor theory wherein job satisfaction is composed of intrinsic and extrinsic factors Intrinsic factors consist of work dimensions of autonomy and responsibility Herzberg, Mausner, Peterson, and Capwell (1957) differentiated intrinsic and extrinsic factors of job satisfaction Intrinsic factors involved characteristics of the job whereas extrinsic satisfaction concerned the work environment They found that intrinsic factors contributed to job satisfaction and extrinsic factors were related to job dissatisfaction A third viewpoint is the Minnesota Theory of Work Adjustment (MTWA) wherein job satisfaction is defined in terms of the relationship between the reinforcers in the work environment and the person's needs (Dawis, England & Lofquist, 1964) A contingency is that the individual's ability corresponds to requirements of the job The closer the relationship between the reinforcers and the person's needs the higher the level of job satisfaction These theories of job satisfaction have provided the basis for numerous studies about the topic Additionally, instruments measuring job satisfaction have been developed based upon these theories (Weiss, England, & Lofquist, 1967) Investigators have studied a range of jobs and issues related to job satisfaction (Tziner & Lotham, 1989; Walsh, 1982) For example, Walsh (1982) focused on job prestige and worker satisfaction, comparing occupations such as garbagemen, teachers, bartenders, and professors Hackman and Lawler (1971) investigated the effects of job characteristics on job satisfaction Four specific job characteristics were related to job satisfaction: variety, autonomy, task identity and feedback Individual personality characteristics were related to preference of job tasks and job satisfaction There has been some research about job satisfaction and rehabilitation focused on rehabilitation professionals (Wright and Tenian, 1987; Jenkins and Kelz, 1973; Miller & Muthard, 1965) However, there has been relatively few studies about the issue among participants going through the rehabilitation process (Lam, Chan, & Thorpe, 1988; Reiter, Friedman & Mokho, 1985) Much of the research conducted among people with disabilities has been focused on those with mental retardation Reiter, Friedman, and Mokho (1985) for example, surveyed 83 individuals exploring both intrinsic and extrinsic job satisfaction …

23 citations

Journal ArticleDOI
TL;DR: In this paper, a study on the relationship between the Big Five of personality and job performance was carried out by surveying workers and employees' perception on the matter instead of passing through the computation of possibly faked (and biased) correlation coefficients between them.
Abstract: The paper presents the results of a study on the relationship between the Big Five of personality and job performance carried out by surveying workers and employees’ perception on the matter instead of passing through the computation of possibly faked (and biased) correlation coefficients between them. This in order to both fill a void in the literature and explore different approaches for such an investigation. The study was carried out by means of three methods: a semi-structured interview; the request to assess the relative importance of each Big Five for job performance (further investigation was carried out with 21 human resource managers and recruiters); the request to fill in the Big Five Questionnaire having in mind a best performer. Results show that the way workers and employees are asked to report on which Big Five makes the difference in job performance affects their answers. Some regularities emerge though: in workers and employees’ perception, to make the difference in job performance is mainly a behavioral trait (Conscientiousness or Extraversion). Emotional Stability is recognized to be the second most important Big Five. Agreeableness and Openness do not seem to make much difference in job performance. These results are partially consistent with results of research carried out by making use of correlation coefficients.

22 citations

Journal ArticleDOI
TL;DR: In this paper, the authors explored the impact of administrative staff's job competency on their job satisfaction in a Korean research university and found that each dimension of job competencies has a different impact on different dimensions of job satisfaction (job field, workplace, and job task).
Abstract: The purpose of this study is to explore the impact of administrative staff's job competency on their job satisfaction in a Korean research university We conceptualized job satisfaction into three subcomponents: satisfaction in the job field, in the workplace, and with the actual task In the regression analysis, we included demographics, inner motivation, work environments, and nature of work (eg clarity of task) factors as the predictors of job satisfaction We included job competency as a main research variable in the model This study found that the administrative staff's interpersonal skills affect their overall job satisfaction, and that each dimension of job competency (organizational understanding, problem solving, interpersonal skills, ICT skills, and global competency) has a different impact on the different dimensions of job satisfaction (job field, workplace, and job task)

22 citations


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