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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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Journal ArticleDOI
TL;DR: Results from structural equations modeling analyses revealed an influence of core self-evaluations and perceived organizational constraints on job burnout and satisfaction, suggesting personal and contextual contributions.
Abstract: Research on job burnout has traditionally focused on contextual antecedent conditions, although a theoretically appropriate conception implicates person-environment relationships. The authors tested several models featuring various combinations of personal and contextual influences on burnout and job satisfaction. Measures of core self-evaluations, organizational constraints, burnout, and job satisfaction were collected from 859 health care employees. Results from structural equations modeling analyses revealed an influence of core self-evaluations and perceived organizational constraints on job burnout and satisfaction, suggesting personal and contextual contributions. These results favor a broadening of current thinking about the impact of situational constraints on the expression of job burnout, as well as for the role of disposition for affective responding to effectively address occupational health problems.

230 citations

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the suitability of a one-item versus a multi-item measure of overall job satisfaction and found that the one item measure was not different from a multi item measure.
Abstract: The purpose of this descriptive-correlational study was to describe the amount of variance in faculty member’s overall level of job satisfaction explained by Herzberg, Mausner, and Snyderman’s (1959) job motivator and hygiene factors. Additionally, the study sought to investigate the suitability of a one-item versus a multi-item measure of overall job satisfaction. The faculty were generally satisfied with their jobs. However, female faculty members were less satisfied than male faculty members. The factor “work itself” was the most motivating aspect for faculty. The least motivating aspect was “working conditions.” The demographic characteristics were negligibly related to overall job satisfaction. All of the job motivator and hygiene factors were moderately or substantially related to overall job satisfaction. The factors “recognition,” “supervision,” and “relationships” explained the variability among faculty members’ overall level of job satisfaction. The one-item measure of overall job satisfaction was not different from a multi-item measure of overall job satisfaction.

226 citations

Journal ArticleDOI
TL;DR: Examination of moderating factors revealed that individuals who reported less satisfaction with their prior job and those having more positive experiences on the new job, such as greater fulfilled commitments and a higher degree of socialization were most likely to experience this pattern of job satisfaction.
Abstract: In this study, the authors contribute insight into the temporal nature of work attitudes, examining how job satisfaction changes across the 1st year of employment for a sample of organizational newcomers. The authors examined factors related to job change (i.e., voluntary turnover, prior job satisfaction) and newcomer experiences (i.e., fulfillment of commitments, extent of socialization) that may strengthen or weaken the job satisfaction pattern. Results of a study of 132 newcomers with data collected at 4 unique time periods show a complex curvilinear pattern of job satisfaction, such that satisfaction reached a peak following organizational entry and decreased thereafter. However, examination of moderating factors revealed that individuals who reported less satisfaction with their prior job and those having more positive experiences on the new job, such as greater fulfilled commitments and a higher degree of socialization, were most likely to experience this pattern. Findings from this study offer important implications for theory and research on changes in newcomer attitudes over time as well as practical insight on key factors that shape the pattern of job attitudes as individuals enter and experience a new workplace.

225 citations

Journal ArticleDOI
TL;DR: The study theorises the mechanisms through which each of the specific personality traits openness‐to‐experience, neuroticism, agreeableness, conscientiousness and extraversion interacts with technostress creators to differently influence job burnout and job engagement.
Abstract: Although prior research has examined the influence of technostress creators on job outcomes, insights into the influence of personality traits on the perceptions of technostress creators and their consequent impacts on job outcomes are rather limited. Such insights would enable a deeper understanding about the effects of individual differences on salient job-related outcomes. In this research, by leveraging the distinctions in personality traits offered by the big five personality traits in the five-factor model and grounding the research in the transactional model of stress and coping, we theorise the moderating influence of personality traits on the relationships between technostress creators and job outcomes, namely job burnout and job engagement. Specifically, the study theorises the mechanisms through which each of the specific personality traits openness-to-experience, neuroticism, agreeableness, conscientiousness and extraversion interacts with technostress creators to differently influence job burnout and job engagement. We test the proposed model in a field study based on a survey of senior organisational managers who regularly use information and communication technologies for executing professional tasks. Although technostress creators are generally associated with negative job outcomes, our results also show that for individuals with certain personality traits, technostress creators may result in positive job outcomes. The study thus contributes to the technostress literature, specifically by incorporating the salient role of individual differences. The study also provides insights for managers who should pay special attention to allocating specific job roles to employees with particular personality traits in order to optimise job-related outcomes.

224 citations

Journal ArticleDOI
TL;DR: In this paper, the authors examined the level of job satisfaction experienced by a sample of Greek teachers and examined the relationship between personal characteristics (e.g., gender, age, etc.) and specific aspects of job-satisfaction.
Abstract: The purpose of this study was to examine the level of job satisfaction experienced by a sample of Greek teachers and to examine the relationship between personal characteristics and specific aspects of job satisfaction. The sample consisted of 354 teachers, 28 to 59 years of age, from 40 state schools. The results of the present study suggest that teachers were satisfied with the job itself and supervision, whereas they were dissatisfied with pay and promotional opportunities. The results of standard multiple regression showed that certain personal characteristics (e.g. gender, age, etc.) were significant predictors of different aspects of job satisfaction. Variables other than the personal characteristics, such as organizational variables, should be included in future research in order to explain better the teachers’ job satisfaction.

223 citations


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Performance
Metrics
No. of papers in the topic in previous years
YearPapers
202325
202252
202148
202046
201943
201843