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.

Job Involvement, Central Life Interest, and Job Satisfaction

Abstract: Summary.-This study examined the correlations between Job Involvement, Central Life Interest, and Job Satisfaction. It was expected that both Central Life Interest and Job Involvement have stable correlations with job satisfaction, and thus both scales are equally valid measurements of job behavior. 108 blue-collar employees rated their job involvement, central life interest, and job satisfaction. Both scales showed a moderate correlation with job satisfaction, and Job Involvement emerged as a relatively better measure of the job behavior. Students of work attachment use different terms to describe the psychological identification of an employee with his work: Ego involvement, Work centrality, and Self-esteem are only a few of the terms which are used in the literature (Rabinowitz & Hall, 1977). This proliferation of definitions refers to the same phenomenon. Essentially, the job-involved employee is one for whom the job is a highly important part of his life (Guion, 1958; Vroom, 1962; Lawler, 1969). There are two measures of job involvement: Central Life Interest (Dubin, 1956) and Job Involvement (Lodahl & Kejner, 1965). Central Life Interest assesses the degree of the employee's work involvement vis-a-vis non-work activities. Lodahl and Kejner ( 1965 ) constructed a scale to assess only the degree of involvement of-the employee with his job without reference to-other activities (Rabinowitz & Hall, 1977). It has been commonly assumed, despite the observed difference between the above measures, that they are equally useful for assessing the degree of identification with the job. The purpose of this study was to ascertain the relative effectiveness of these two measures of job behavior. The basic reasoning behind this study is given in the literature (Vroom, 1962; Lawler & Hall, 1970; Patchen, 1970). Essentially it is the work situation which exerts the main effect on various aspects of job behavior, such as job involvement and job satisfaction (Rabinowitz & Hall, 1977; Locke, 1976; Dubin, Champoux, & Porter, 1975). For the purpose of this study, job satisfaction was considered theoretically and empirically independent of Central Life Interest and Job Involvement (BenPorat, 1979) and was used as the criterion for assessing their impact. It was proposed that both scales have a stable correlation with job satisfaction and are about equally useful.

Job Satisfaction Among Psychiatrists: An Urgent Area For Research

Abstract: In most cases job satisfaction serves as a protective factor against burnout and the negative consequences of stress at work. Psychiatrists are reported to experience high prevalence of burnout yet their ability to enjoy work and derive satisfaction from it appears not to be impaired. This paper examines this anomaly and the factors that may affect job satisfaction. The consequences of job satisfaction on variables such as staff retention is examined and a comparative account of various rating scales for job satisfaction is presented.

Exploring the moderating role of core self-evaluation in the relationship between demands and work-family enrichment

Abstract: Extant literature reveals that the personality variable, core self-evaluation (CSE) which represents an employee’s self-assessment of himself has rarely been researched with respect to sales employees. The purpose of this paper is to identify the role of personality variable, core self-evaluation (CSE), in the relationship between demands and work – family enrichment. In this study, CSE has been treated as a moderating variable in the relationship between demands and work-family enrichment. This paper also aims to validate the CSE scale developed by Jugde et al. (2003) in Indian context.,Data were collected through structured questionnaires from 330 sales employees belonging to firms from some of the major sectors of Indian industry namely, Manufacturing, IT, FMCG, Pharmaceuticals and Financial Services. The study first validated the CSE scale in the Indian context using exploratory factor analysis (EFA) and confirmatory factor analysis (CFA). Further, moderated regression analysis (MRA) was used to test the model.,The present research supported the 12-item CSE scale in the Indian context. Also, results of MRA suggested that, irrespective of higher work demands, sales employees having higher CSE experience higher levels of work to family enrichment (WFE). In addition, higher CSE employees tend to experience higher levels of FWE at the family front.,In an emerging economy such as India wherein sales professionals are facing a lot of work demands, organizations should invest in their frontline employees to be able to deliver value for money to the customers and thereby gain competitive advantage. With this realization, managers should acquire and retain frontline employees with positive core self-evaluation. Therefore, organizations should select and try to retain candidates with positive core self-evaluations.,Corporates should focus on nurturing sales employees’ positive CSE to make sure that their employees can contentedly adjust to various challenging work situations. In addition practices like job transitions, empowerment, enrichment and rewarding employees for their desired performance might be some of the interventions which positively impact core self-evaluations.,This study contributes to work – family literature by addressing the role of CSE in achieving WFE and FWE among sales employees in Indian context.

Work–family conflict affects job insecurity: The mediating role of core self-evaluation

Abstract: We investigated the impact of work–family conflict on job insecurity according to conservation of resources theory, and examined the mediating role of core self-evaluation in this relationship. In addition, we investigated if men and women show differences in their levels of work–family conflict. Participants were 378 employees of a state-owned enterprise in China, and we analyzed the data using correlation analysis and the bootstrapping method. Results show that work–family conflict was positively correlated with job insecurity and negatively correlated with core self-evaluation, with men experiencing greater work–family conflict than women did. Further, core self-evaluation was negatively correlated with job insecurity, and also mediated the relationship between work–family conflict and job insecurity. We have used conservation of resources theory to broaden understanding of job insecurity. Suggestions are provided for ways managers can alleviate employees’ job insecurity.

Relationship Satisfaction and the PAI: Examining Stress, Psychological Distress, Aggression, and Alcohol Use

Abstract: There is a robust body of research examining the factors that influence relationship satisfaction and adjustment in intimate couples, including the interplay between personality factors and stressful life events. For example, Karney and Bradbury's (1995) meta-analysis on the longitudinal predictors of marriage quality and stability found that neuroticism and stressful life events are consistent predictors of martial quality and satisfaction across studies. Based on their findings, they developed a Vulnerability to Stress Adaptation model of marital satisfaction and quality. Karney and Bradbury's model holds that personality traits and stress responses interact in a bidirectional manner, with personality traits both predicting stressful experiences and an individual's response to them. Both the experience of stress and how the couple reacts to it predict marital satisfaction (Karney & Bradbury, 1995; Stroud, Durbin, Saigal, & Knobloch-Fedders, 2010). In a similar vein, research has also examined the personality factors and styles associated with marital dissatisfaction. Stroud and colleagues (2010) examined the impact of self and partner-reported negative and positive emotionality and temperament on relationship satisfaction. Both own and partner self-reported negative emotionality (i.e., a composite variable consisting of stress reaction, alienation, aggression) and negative temperament predicted higher marital dissatisfaction, suggesting that an overall maladaptive personality style can negatively influence relationship satisfaction. Stroud and colleagues also examined the impact of clinical personality pathologies on marital dissatisfaction. Overall personality pathology was predictive of lower relationship satisfaction, and most of the individual personality pathologies were significant predictors at the cluster level. When all personality pathologies were entered into one model, only one's own paranoid and partner schizoid personality styles remained significant predictors, although the contributions of own schizoid and antisocial personality styles were reported to approach significance. These results suggest that overall and specific levels of personality style and pathology may have a significant bearing on relationship satisfaction. With regard to the contribution of specific personality disorders, much work has been done regarding borderline personality disorder (BPD) and traits. By definition, BPD is characterized by affective instability, emotional and behavioral dysregulation, and unstable interpersonal relationships (American Psychiatric Association [APA], 2000). Hill et al. (2008) demonstrated that BPD symptoms alone predicted dysfunction within romantic relationships, and Bouchard, Sabourin, Lussier, and Villeneuve (2009) found that 68.7% of couples in which one partner was diagnosed with BPD had frequent break-ups and reconciliations, with 28.6% of the couples breaking up at least once within 18 months. Given the strong interpersonal component of BPD, it is reasonable to assume that even subclinical BPD traits may be predictive of decreased relationship satisfaction. In addition to the research examining trait-based personality pathology, other studies have examined the influence of more acute factors, such as traumatic stress and problematic alcohol use, on relationships. Meis, Erbes, Polusny, and Compton (2010) conducted a study of relationship satisfaction and quality among 308 returning soldiers. Like Stroud and colleagues (2010), they found that negative emotionality and neuroticism were predictive of poorer relationship satisfaction. They also found that higher exposure to prior life stressors before deployment, post-traumatic stress, and alcohol misuse were all significantly correlated with lower relationship satisfaction. These findings suggest that acute psychological distress, such as post-traumatic stress, and poor coping (e.g., alcohol misuse) may be linked to decreased relationship adjustment and satisfaction. …