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.
Papers published on a yearly basis
Papers
More filters
TL;DR: In this paper, the authors analyzed gender differences in job satisfaction among full-time workers and found that women report equal or greater job satisfaction than men in spite of objectively inferior jobs than men.
Abstract: This article analyzes gender differences in job satisfaction among full-time workers Why do women report equal or greater job satisfaction than men in spite of objectively inferior jobs? Analysis
285 citations
TL;DR: Overall, it appears that individuals with positive core self-evaluations are particularly adept at translating early advantages into later economic success.
Abstract: The authors examined (a) whether core self-evaluations in adolescence and young adulthood predict income at midlife and (b) whether people with positive core self-evaluations are more likely to capitalize on advantages resulting from family socioeconomic status and academic achievement, resulting in even higher levels of income at midcareer. The sample consisted of participants from the National Longitudinal Survey of Youth, a national probability sample that first surveyed participants in 1979. The authors found that core self-evaluations and family socioeconomic status and academic achievement predict income and that, furthermore, high core self-evaluations enhance the benefits derived from these factors. Overall, it appears that individuals with positive core self-evaluations are particularly adept at translating early advantages into later economic success.
283 citations
TL;DR: Evidence is found to suggest that CEOs whose personalities reflect higher core self‐evaluations have a stronger positive influence on their firms' entrepreneurial orientation, and that this influence is particularly strong in firms facing dynamic environments, but negligible in stable environments.
Abstract: Although much has been attributed to a CEO's personality, one particularly intriguing, and as yet unexplored, investigation is its impact on the firm's entrepreneurial orientation. Additionally, despite calls from the upper-echelon literature, CEO personality research has been hobbled by the absence of a unifying construct that captures core dimensions of personality, and by the difficulty in obtaining such intimate assessments from executives. Building on recent advances in personality research, in particular the identification and validation of the core self-evaluation construct that captures the core facets of an executive's sense of self-potency, we develop and test a model of the impact of CEO core self-evaluation on entrepreneurial orientation. Then, consistent with upper echelons and personality theory, we specify the contingent role of environmental dynamism. Using multisource data from a sample of CEOs and their top management teams from 129 firms, including a time-lagged assessment of the firm's entrepreneurial orientation, we find evidence to suggest that CEOs whose personalities reflect higher core self-evaluations have a stronger positive influence on their firms' entrepreneurial orientation. In addition, we find that this influence is particularly strong in firms facing dynamic environments, but negligible in stable environments. Copyright © 2009 John Wiley & Sons, Ltd.
277 citations
TL;DR: In this paper, the influence of organizational communication on the relationship between job performance and job satisfaction was explored, and it was found that lateral communication was the strongest predictor of job satisfaction and satisfaction with work.
Abstract: Organizational communication received strong support as a predictor of job sat isfaction and weak support as a moderator of the job performance-job satisfaction relationship in this study. Using data collected from 302 employees at two manu facturing firms, moderated regression analyses explored the influence of organi zational communication on the relationship between job performance and job satisfaction. Lateral communication was found to moderate the relationship between satisfaction with pay and performance, while accuracy of information was shown to moderate the association between satisfaction with work and performance. Communication dimensions with the greatest support as predictors were accuracy of information, desire for interaction, communication load, trust in superior, influence of superior, and satisfaction with communication.
273 citations
TL;DR: In this paper, the authors investigate the extent to which personality and demographic variables contribute to motivation and job satisfaction as defined by the two-factor theory, and show that conscientiousness and job status are both significant predictors of job satisfaction.
Abstract: Purpose – The current study aims to investigate the extent to which personality and demographic variables contribute to motivation and job satisfaction as defined by the two‐factor theory.Design/methodology/approach – A total of 202 fulltime workers completed three questionnaires measuring their personality, work motivation and satisfaction.Findings – Results demonstrate that between 9 and 15 per cent of the variance in motivation is accounted for by demographic variables and the Big Five personality traits. In line with previous findings (Judge et al.), conscientiousness and job status were both significant predictors of job satisfaction, and between 11 and 13 per cent of the variance was accounted for by personality and other demographic variables.Research limitations/implications – This study was restricted to self‐report measure. It never took into consideration other potential confounds like a person's job history, level and responsibilities. It also showed personality factors accounted for very litt...
272 citations