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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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Proceedings ArticleDOI
01 Dec 2011
TL;DR: In this paper, the authors examined the correlation effects between the big five personality traits and employee's job satisfaction among support staff in PMCare Sdn Bhd Selangor in Malaysia.
Abstract: Job satisfaction among employee is a crucial issue in an organization and employer plays a vital role to fulfill the needs Keeping morale high among workers can be of tremendous benefit to any organization as happy employees will be more likely to produce work effectively, loyal to the organization and would also help to increase the organization's performance against its competitors This paper discussed on the correlation effects between the big five personality traits and employee's job satisfaction among support staff in PMCare Sdn Bhd Selangor The primary objective of this paper was to examine whether the big five personality traits as a whole and its stand alone dimensions have any influence on employee's job satisfaction in an organization The sample was drawn from 90 employees from 7 departments in PMCare Sdn Bhd The results generated from this paper showed that there was a small, positive and significant relationship between the big five personality traits as a whole on employee's job satisfaction in PMCare Sdn Bhd Notwithstanding, only two out of the five personality traits dimension on its own portrayed a significant positive relationship on employee's job satisfaction They are the openness to experience and extroversion

7 citations

Journal Article
TL;DR: In this paper, the authors examined the relationship between job satisfaction and performance of sport coaches and found that the reported lowest levels of satisfaction included managerial variables such as pay and supervision, while the highest levels were attributed to intrinsic factors such as co-worker relationships and job context.
Abstract: IntroductionCoaches are in a unique environment, in which they have many responsibilities yearround, unconventional work schedules, interpersonal communication with athletes and coworkers, and pressures to win during competition (Dixon & Warner, 2010). Coaches may -find themselves in the uncomfortable position of having to satisfy various, and possibly conflicting, requests of other people in addition to fulfilling their coaching duties" (Frey, 2007, p. 39). Also, coaches understand that their leisure time is almost non-existent and they have the added pressure to be successful in terms of wins and losses (Dixon & Bruening, 2007; Dixon & Warner, 2010).In fact, coaches at the collegiate, scholastic and youth levels have identified the pressure to win (and the over-emphasis on winning) as one of the greatest sources of stress and a negative aspect of coaching (Kelly, 1994, Weiss, Barber, Sisley, & Ebbeck, 1991). Winning and success can be unpredictable no matter the preparation and these pressures oftentimes produce stress for coaches, possibly leading to decreased job satisfaction, burnout, and secession (Weiss & Stevens, 1993).Literature ReviewJob SatisfactionJob satisfaction has been defined as "...the feelings a worker has about his or her job or job experiences in relation to previous experiences, current expectations, or available alternatives" (Balzer et al, 1997, p.10). Job satisfaction has been considered a significant variable of study in organizational research (Spector, 1997) and many researchers have focused on job satisfaction's relationship with behavioral consequences (i.e. performance and turnover; Judge, Thorese, Bono, & Patton, 2001; Ostroff, 1992). Subsequently, studies discovered that job satisfaction is linked positively with performance (Judge, et al.; 2001; Steel & Rentsch, 1997) and negatively related to turnover (Chelladurai & Ogasawara, 2003).Research has resulted in theories and models focused on variables that possibly influence sport coaches' job satisfaction. For example, content theories and process theories have been used to explain job satisfaction in the work setting. Content theories focus on variables that impact job satisfaction such as salary, co-worker relationships, and administrative supervision (Smucker & Whisenant, 2005). Process theories acknowledge -the process by which variables such as comparisons, expectations, and needs and values relate with the job to produce satisfaction" (Smucker & Whisenant, 2005, p. 111). Most research on job satisfaction in the sport setting has traditionally used content-based analysis of satisfaction (Bell, 1990; Pastore, 1993; Ritter, 1975; Smucker & Whisenant, 2005).Studies on job satisfaction in the sport management setting have centered on the role satisfaction plays on coach performance outcomes (Dixon & Warner, 2010). Dixon and Pastore (2003) examined job satisfaction, tenure, commitment, and performance and found coaches' job satisfaction levels were high with no difference based on gender but age did play a role in satisfaction. Age was positively correlated with higher levels of satisfaction (Dixon & Pastore, 2003). Conversely, researchers have found that athletic directors' leadership behaviors strongly affect the job satisfaction level of coaches at different levels of competition (Pastore & Judd, 1993, Snyder, 1990). Therefore, coaches may be strongly affected by the supervision behaviors of the athletic department. Chelladurai and Ogaswara (2003) examined Japanese and American college coaches' job satisfaction and discovered that intrinsic factors (amount of control or job context) were associated with increased satisfaction. The reported lowest levels of satisfaction included managerial variables such as pay and supervision (Chelladuarai & Ogaswara, 2003).BurnoutBurnout affects a variety of employees of different professions, age levels, cultural groups, and genders (Gaffney, Hardin, Fitzhugh, & Koo, 2012). …

7 citations

Journal Article
TL;DR: In this article, the authors studied the relationship between the 12 motivational gifts and job performance in the U.S. Air Force and found a positive relationship with person-job fit and job satisfaction and no relationship with job performance.
Abstract: The study researches the Romans 12 motivational gifts and their relationship to person-job fit, job satisfaction, and job performance in the U.S. Air Force. Results of the study identified two clusters among U.S. Air Force personnel and found a positive relationship with person-job fit and job satisfaction — and no relationship with job performance. Several practical applications can be gleaned from the current research, especially in the area of motivation and training.

7 citations

Journal ArticleDOI
TL;DR: In this paper, the authors investigated the impact of hotel employees' core self-evaluations on their service effort and service sabotage behaviors and examined the leader-member exchange moderating relationships.

7 citations

Journal ArticleDOI
TL;DR: CSE partially mediated the impact of functional disability on life satisfaction, and the development of interventions to increase CSE to reduce the effect of disability and to improve life satisfaction and employment outcomes for individuals with disabilities is explored.
Abstract: Purpose: To examine the mediational effect of core self-evaluations (CSE) on the relationship between functional disability and life satisfaction. Methods: A quantitative descriptive design using multiple regression analysis. The participants were 97 college students with disabilities receiving services through Hunter College’s Minority-Disability Alliance (MIND Alliance) in science, technology, engineering, and mathematics. Results: CSE was a partial mediator between functional disability and life satisfaction. After controlling for CSE, functional disability was no longer a significant predictor of life satisfaction. Conclusions: CSE partially mediated the impact of functional disability on life satisfaction. Future research should explore the development of interventions to increase CSE to reduce the effect of disability and to improve life satisfaction and employment outcomes for individuals with disabilities.

7 citations


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