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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TL;DR: In this article, the authors used meta-analytic data to show that the job satisfaction-job performance relationship is largely spurious and that the satisfaction-performance relationship was partially eliminated after controlling for either general personality traits (e.g., Five Factor Model traits and core self-evaluations) or for work locus of control.
264 citations
TL;DR: In this paper, an exploratory study was conducted to examine the organization of three often used measures of job satisfaction, and the relationships between these job satisfaction measures and affective (positive and negative) and cognitive attitudinal components were assessed.
Abstract: An exploratory study was conducted to examine the organization of three often used measures of job satisfaction. Employing a convenient sample of 144 workers, who also were enrolled in evening graduate school courses, relationships between these job satisfaction measures and affective (positive and negative) and cognitive attitudinal components were assessed. The job satisfaction measures were found to vary considerably in terms of their affective and cognitive content. These results were discussed in terms of their relevance to the study of job attitudes.
258 citations
TL;DR: In this article, a comprehensive model that examined the relationship between job and life satisfaction and a broad personality construct called core self-evaluations, as well as non-work satisfaction and environmental variables, using a nationally representative (US), longitudinal data set.
Abstract: Research indicates that job satisfaction is significantly related to life satisfaction. However, previous studies have not included variables that may confound the relationship. Furthermore, the vast majority of studies have relied on cross-sectional data. I tested a comprehensive model that examined the relationship between job and life satisfaction and a broad personality construct called ‘core self-evaluations’, as well as nonwork satisfaction and environmental variables, using a nationally representative (US), longitudinal data set. Results indicated that core self-evaluations was significantly related to both job satisfaction and life satisfaction over time, and that the relationship between job satisfaction and life satisfaction was not significant after taking into account the effects of core self-evaluations and nonwork satisfaction. Implications for theory and practice are discussed.
252 citations
TL;DR: In this paper, the authors examined the relationship between locus of control and the work-related behavioral measures of job stress, job satisfaction and job performance in Taiwan and found that individuals with a higher internal locus-of-control are more likely to have lower levels of stress and higher levels of job performance and satisfaction.
Abstract: Purpose – The purpose of this paper is to examine the relationships between locus of control and the work‐related behavioral measures of job stress, job satisfaction and job performance in Taiwan.Design/methodology/approach – Subjects were drawn from a pool of accounting professionals who completed a questionnaire made up of valid and reliable instruments that measured each of the variables studied.Findings – The findings indicate that one aspect of an accountants' personality, as measured by locus of control, plays an important role in predicting in the level of job satisfaction, stress and performance in CPA firms in Taiwan. Individuals with a higher internal locus of control are more likely to have lower levels of job stress and higher levels of job performance and satisfaction.Practical implications – The results indicate that locus of control plays an important role in the overall effectiveness of accountants, even in a non‐western culture like Taiwan.Originality/value – This was a study of a non‐Wes...
246 citations
TL;DR: It is proposed that high core self-evaluations are more likely to increase job performance for other-oriented employees, who tend to anticipate feelings of guilt and gratitude, and tested these hypotheses across field studies using different operationalizations of both performance and other-orientation.
Abstract: Although core self-evaluations have been linked to higher job performance, research has shown variability in the strength of this relationship. We propose that high core self-evaluations are more likely to increase job performance for other-oriented employees, who tend to anticipate feelings of guilt and gratitude. We tested these hypotheses across 3 field studies using different operationalizations of both performance and other-orientation (prosocial motivation, agreeableness, and duty). In Study 1, prosocial motivation strengthened the association between core self-evaluations and the performance of professional university fundraisers. In Study 2, agreeableness strengthened the association between core self-evaluations and supervisor ratings of initiative among public service employees. In Study 3, duty strengthened the association between core self-evaluations and the objective productivity of call center employees, and this moderating relationship was mediated by feelings of anticipated guilt and gratitude. We discuss implications for theory and research on personality and job performance.
239 citations