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.
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01 Jan 2012
TL;DR: In this paper, the authors studied the impact of personality traits on job performance and found that extraversion, consciousness, openness to experience, agreeableness, and emotional stability influenced job ability.
Abstract: Studying impact of personality traits on job performance has much importance. Because based on this, human resources managers can appoint their personals to appropriate jobs. Therefore this article was aimed to studying impact of personality traits on job performance. In order to this, personality traitsbased on big five model including extraversion, consciousness, openness to experience, agreeableness, and emotional stability has been used. Also Job performance dimensions based on the ACHIEVE modelincluding ability, clarity, help, incentive, evaluation, validity, and environment has been used.Statistical population of this study was the personalsof university of Isfahan andthe sample including 160 personals of themwere selected based onconvenience sampling method. Data collecting method was thequestionnaireincluding 50 items to measuring variables. The regression analysis and Durbin-Watson analysis has been used to analyzing data and consulting results. The results indicated that personality traitsinfluencedthe personals’ job performance. Also detailed results indicated thatconsciousness and openness influenced job ability. Consciousness and emotional stability influenced job recognition; also emotional stability influenced job helping.Consciousness, openness, and emotional stability influenced job motivation. Extraversion and openness influenced job evaluation, also consciousness influenced job validity. Also Results indicated that none dimensions of personality traitscouldn’tinfluence environmental adaption. Finally the results of Durbin-Watsontest indicated that there isn’t any self-correlation among independent variables.
9 citations
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TL;DR: In this article, the authors used hierarchical linear regression analysis to test the relationship between negative feedback and employee job performance, and explored the moderating role of the Big Five personality traits in this relationship.
Abstract: We used hierarchical linear regression analysis to test the relationship between negative feedback and employee job performance, and explored the moderating role of the Big Five personality traits in this relationship. Participants were 357 supervisor–subordinate dyads in China; subordinates responded to negative feedback and Big Five personality traits measures, and direct supervisors rated their employees’ job performance. Results showed that negative feedback was negatively related to employee job performance, and that the Big Five personality traits moderated this relationship. Specifically, the strength of the negative relationship between negative feedback and job performance was reduced as extraversion, openness to experience, agreeableness, emotional stability, and conscientiousness increased. Implications for management and theory are discussed.
9 citations
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31 Dec 2015TL;DR: In this article, the authors have shown that job satisfaction is a psychological state of man when an individual's needs and aspirations fulfilled in a workplace, people are contented and happy with one's job.
Abstract: Job satisfaction is the most common word in an organization that represents one of the most complex areas facing today’s managers when it comes to managing their employees. Job satisfaction is a psychological state of man when an individual’s needs and aspirations fulfilled in a workplace, people are contented and happy with one’s job. Satisfactory pay, autonomy challenging work, participation in decision making, supportive working conditions, supportive colleagues and participatory management all these are the common factors of job satisfaction. Studies have demonstrated an unusually high impact on the job satisfaction for the motivation of workers, while the level of motivation has an impact on productivity, and hence also on the performance of organizations. Unfortunately, in our region, job satisfaction has not still received the proper attention from neither scholars nor managers of various business organizations. Due to individual differences job satisfaction has become a diverse issue. All the facets of job satisfaction have to be understood and considered for sustaining people. Conflict with peers and superiors, being deprived of fair pay and career development opportunities, lack of recognition, alienation are the vital causes of job dissatisfaction which adversely affects the quality of work and ultimately leads to organizational instability. Positive feedback, recognition, fair pay and other benefits, rewards, participation in decision making, congenial working conditions provide job satisfaction that contributes sustaining and retaining people in an organization. In fact there is no final definition of what career represents.
9 citations
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TL;DR: In this paper, the authors investigated the relationship between job satisfaction and conflict management styles and job burnout among health care employees in north Tehran and found that job satisfaction has a negative and significant relationship with control strategy.
Abstract: Background and Objective: The organizations are obligated to take sufficient attention to human resources in order to attain greater efficiency and ultimately achieve their goals. Considering the importance of desirable behavior in organizations and its impact on the attitudes and perceptions of employees, it is necessary to pay special attention to the treatment of staff and their needs. The present study was prepared to investigate the relationship between job satisfaction and conflict management styles and job burnout among health care employees in north Tehran. Materials and Methods : The study was done descriptive-analytical among employees with at least 6 months of experience and with a sample size of 224 patients at the health center. Data collection tools consisted job satisfaction, job burnout and conflict management questionnaires. SPSS software was used for data analysis and Pearson's correlation coefficient and T-test was used for independent groups. Results : The result indicates positive and significant relationship between job satisfactions with solution-oriented styles, job satisfaction has a negative and significant relationship with control strategy. Non confrontational strategy has not significant relationship with job satisfaction. Also, all of the components of job burnout (emotional exhaustion, depersonalization, and reduced personal accomplishment) have a significant negative correlation with job satisfaction, and solution-oriented strategy has a negative significant correlation with emotional exhaustion. Conclusion : According to the correlation of job satisfaction with burnout, control strategy and solution-oriented styles, managers can use efficient methods such as pay and benefits commensurate with ability and experience, training and professional improvement, freedom of action, the division of labor based on merit and ability, etc. affect their behavior and increase their efficiency and effectiveness in order to further the organizational goals.
9 citations
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01 Jan 2012
TL;DR: The quality of the match between the work environment and personality will dramatically impact the overall job satisfaction as mentioned in this paper, and personality and the employment environment have a reciprocal relationship, and the quality of a match between personality and work environment will affect job satisfaction.
Abstract: Dispositional factors (how you think, feel, and act) are important determinants of job satisfaction.
Personality and the employment environment have a reciprocal relationship.
The quality of the match between your work environment and personality will dramatically impact your overall job satisfaction.
9 citations