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.

A Cognitive Consistency Approach to Job Satisfaction

Abstract: Sttmmary.-Korman's (1970) argument that self-esteem moderates the relationships between job satisfaction and perceived need-fulfilment and between job satisfaction and the cxttnt to which one's job meets with group approval was tested with 120 Coloured South African factory workers who were given the Porter need-fulfilment questionnaire, 2 measures of job satisfaction, and 3 measures of self-esteem, and for whom a measure of the extent to which their jobs were found desirable by others was available. The correlacions between job satisfaction and need-fulfilment and between job satisfaction and group approval did not differ significantly between Ss who obtained high and low scores on each of the self-esteem measures. The negative resu!ts are explained in terms of weaknesses in the balance and dissonance models Iron1 which Korman's argument is derived. According to a recent textbook (Korman, 197 1 ) there has been a gradual converging upon two major hypotheses of job satisfaction. The first is the needfulfilment view (Kuhlen, 1963; Vroom, 1964) which regards job satisfaction as a function mainly of the degree to which an individual's personal needs are met in the job situation. In terms of this interpretation job satisfaction is given by the sum of the products of the importance the individual attaches to his major needs and the extent to which the job fulfils them. The second is the reference group view (Form & Geshwender, 1962; Hulin, 1966) which regards job satisfaction as a function mainly of the degree to which the individual's job situation meets the approval of the group co which he looks for guidance (reference group). In terms of this position, job satisfaction is given by the inverse of the discrepancy between the individual's reference group's norms and his job situation. While both hypotheses are useful and have contributed to our understanding of job satisfaction, they are incomplete in themselves. For instance, as regards need-fulfilment hypothesis it has been shown that individuals often 'explain away' lack of fulfilment in cheir jobs so that it does not produce feelings of dissatisfaction (Schletzer, 1966; Korman, 1967). As regards reference-group hypothesis, ic has been shown that some individuals are pretty independent of their reference group, whose norms as a result do not have much influence on their feelings of job satisfaction (Katz, 1960; Cohen, 1964). What is clearly needed is a more general model which will integrate these two views and specify the conditions under which each will operate. One such integrating attempt has been proposed by Korman ( 1970). Although this explanation has been found to hold up in an experimental study,

Mindfulness, job satisfaction and job performance: Mutualrelationships and moderation effect

Abstract: Purpose of the article: This article examines the relationship between mindfulness, job satisfaction and job performance. Methodology/methods: We used a self-report job performance questionnaire, a job satisfaction scale from the Job Diagnostic Survey and the Czech version of the Five Facet Mindfulness Questionnaire. We excluded 8 items from the Five Facet Mindfulness Questionnaire Observing subscale following suggestions of other authors who measured mindfulness in a population without meditation experience. The sample consists of 241 Czech employees. We did not focused on employees with an experience with mindfulness training and/or meditation. Scientific aim: We examined the mutual relationships between all three variables while specifically focusing on mindfulness as a possible moderator in the relationship between job satisfaction and job performance. We also controlled the influence of neuroticism (NEO-FFI), job dynamicity and respondents’ sex. Findings: Job dynamicity, neuroticism and sex were weak predictors of job performance. Mindfulness had weak positive effect on job performance, too. However, mindfulness did not help to explain the variance in job performance beyond neuroticism, job dynamicity and sex. Mindfulness also had no relationship to job satisfaction. We did not find a significant relationship between job satisfaction and job performance and results did not support the hypothesis that mindfulness was a moderator of the relationship between job satisfaction and job performance. Conclusions: We extrapolate our findings to reflect on a potential utility of mindfulness training. For further research we would suggest exploring the relationship between mindfulness and job performance in an experiment using mindfulness training for individuals with a high level of neuroticism.

Better and Worse: A Dual-Process Model of the Relationship between Core Self-evaluation and Work-Family Conflict.

Abstract: Based on both resource allocation theory (Becker, 1965; Bergeron, 2007) and role theory (Katz & Kahn, 1978), the current study aims to uncover the relationship between core self-evaluation (CSE) and three dimensions of work interference with family (WIF). A dual-process model was proposed, in which both work stress and career resilience mediate the CSE-WIF relationship. The mediation model was tested with a sample of employees from various organizations (N = 561). The results first showed that CSE was negatively related to time-based and strain-based WIF and positively related to behavior-based WIF via the mediation of work stress. Moreover, CSE was positively associated with behavior-based and strain-based WIF via the mediation of career resilience, suggesting that CSE may also have its "dark-side."

The impact of family roles on employee’s attitudes and behaviors

Abstract: Purpose – The purpose of this paper is to examine two important family roles, financial and caregiver, and their impact on four relevant outcome variables: absenteeism, partial absences, employee performance, and life satisfaction; they also explore the intervening impact of core self-evaluations (CSE) among these relationships. Design/methodology/approach – Data are collected using a questionnaire and actual employee performance data. Hypotheses were assessed in a structural model using LISREL. Findings – The results demonstrate the impact of family roles on important outcomes, such as absenteeism and life satisfaction, as well as limited support of the moderating impact of CSE. Further, life satisfaction was significantly impacted by family roles and influenced job performance. Research limitations/implications – Although the measures were self-reported, actual job performance data were collected from company records; such a design should limit the risk of common method variance (Podsakoff et al., 2003)...