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.

Job characteristics and job satisfaction: A relationship study on supervisors performance

Abstract: This study attempted to examine the relationship of job characteristics on job satisfaction of the middle level managers. Job characteristics model developed by Hackman & Oldham [19] comprises of autonomy, feedback, skill variety, task identity, and task significance served as the conceptual framework. The findings indicated there is a relationship in all the five dimensions of the job characteristics model to job satisfaction of the middle level managers. It was found that job feedback (r = 0.825) has the strongest relationship with job satisfaction. The findings further reported that job description has the highest mean rating towards job satisfaction with a value of 3.94.

Cross-Lagged Relations Between Work–Family Enrichment, Vigor at Work, and Core Self-evaluations: A Three-Wave Study

Abstract: The purpose of this longitudinal study was to investigate the cross-lagged relations between core self-evaluations, vigor at work, and work–family enrichment over 3 years. Data were obtained from a follow-up study of a sample of Finnish university employees (N = 700). The results of structural equation modeling showed that vigor at time 1 positively predicted work–family enrichment at time 2, and that work–family enrichment at time 2 positively predicted vigor at time 3. In addition, core self-evaluations at time 2 positively predicted vigor at time 3. No cross-lagged associations were found between core self-evaluations and work–family enrichment. This study showed that there is a bi-directional positive link between vigor at work and work–family enrichment. The findings suggest that organizations will benefit from developing interventions which facilitate resource generation between the workplace and family. Only a handful of studies has previously examined the longitudinal relations between core self-evaluations, vigor at work, and work–family enrichment, and this is the first that has been based on more than two data collection waves. Moreover, most of the research on the positive aspects of work–family interaction has so far only been conducted in the United States, with very little data collected from elsewhere in the world.

Job, Life, and Relationship Satisfaction for Paid-Professional Firefighters

Abstract: The primary objective of the present study was to compare job satisfaction for fire service members with job satisfaction for non-emergency workers. The secondary objective was to determine relationships between personality and job satisfaction for firefighters, as well as between job satisfaction and years of service. For both life and relationship satisfaction, no differences were found between paid-professional firefighters and community participants. In contrast, differences were evident with respect to job satisfaction in that paid-professional firefighters reported less satisfaction with supervisors and departmental relationships but greater overall job satisfaction. Personality was a significant predictor of job satisfaction such that individuals high in neuroticism reported lesser job satisfaction, whereas individuals high in conscientiousness were more likely to report greater job satisfaction.

The Heritability of Job Satisfaction Reconsidered: Only Unique Environmental Influences Beyond Personality

Abstract: The purpose of this study was to investigate the degree to which genetic and environmental influences explain differences in job satisfaction and its relationship to personality in order to explain the heritability of job satisfaction. Behavior genetic analyses are based on a dataset containing 622 individuals, including 185 MZ (M = 39.5 years) and 126 DZ twin pairs (M = 40.1 years). The results showed that all genetic influences (28 %) on job satisfaction could be explained by its relation to personality, especially Neuroticism, Extraversion, and Conscientiousness, representing a high genetic overlap between job satisfaction and personality. Non-shared environmental influences explained the remaining three fourths of the variance. By showing that genetic influences of job satisfaction overlap completely with personality, including common non-additive genetic influences, the results support an interactionist view of job satisfaction in that both situational and dispositional determinants of job satisfaction are relevant. In contrast to previous studies, we used a more appropriate behavior genetic approach meaning that our approach allows to directly estimate parameters of specific and common (additive and non-additive) genetic and environmental influences. Building on this, interpretations of behavior genetic findings were explained in detail to avoid common misunderstandings.