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.

Abusive Supervision and Employee Emotional Exhaustion: Dispositional Antecedentsand Boundaries

Abstract: The authors examined the relationship between subordinates’ core self evaluations and supervisors’ abusive supervision. Furthermore, they examined whether subordinates’ perceived coworker support and subordinates’ susceptibility to emotional contagion moderated the relationship between supervisors’ abusive supervision and subordinates’ emotional exhaustion. They analyzed data from 290 subordinates who had immediate supervisors using hierarchal multiple regression. Results show that core self-evaluations were negatively related to abusive supervision, whereas abusive supervision was positively related to emotional exhaustion. Both perceived coworker support and susceptibility to emotional contagion moderated the relationship between abusive supervision and emotional exhaustion. It is surprising that the moderating effect of perceived coworker support showed an unexpected pattern such that a stronger relationship between abusive supervision and emotional exhaustion existed when coworker social support was high. The authors conclude with a discussion of these findings.

The Impact of Five - Factor Model of Personality on Job Satisfaction of Non- Academic Employees in Sri Lankan Universities

Abstract: Job satisfaction has been identified as an important topic in organizational research due to its many effects on the overall well-being of the organization. Personality is one of the antecedents of job satisfaction. However, the extent of the association has not been investigated comprehensively in the context of the Sri Lankan universities. Therefore, the purpose of this study was to investigate the impact of five factor model of personality on job satisfaction of non-academic employees in Sri Lankan universities. The sample consisted of 150 non-academic employees from University of Rajarata, Wayamba and Sabaragamuwa. Fifty non-academic employees were selected from each university using convenience sampling method. A questionnaire with two instruments was administered among the non-academic employees to measure their job satisfaction and five factor model of personality. The collected data were analyzed using correlation coefficient and regression analysis. The results of the study indicated that the personality types of extraversion, agreeableness and conscientiousness of non-academic employees had significant positive relationships with their job satisfaction. Results further indicated that neuroticism had significant negative association with job satisfaction. Insignificant relationship was reported between openness to experience and job satisfaction. It is concluded that five factor model of personality had a strong influence on non-academic employees’ job satisfaction. This study will help to get a better understanding of non-academic employees’ personality and its relationship to their job satisfaction. This understanding can also better inform administrators to comprehend the importance of dispositional factor in determining job satisfaction.

The Relationship Between Organizational Family Support and Burnout Among Women in the Healthcare Industry: Core Self-Evaluation as Moderator

Abstract: Using a sample of 364 female nurses, we examined relationships among emotional organizational family support, instrumental organizational family support, core self-evaluations (CSE), and burnout. Hierarchical regression analyses revealed that organizational family support (both emotional and instrumental support) and CSE were each negatively associated with nurses’ burnout. We also found that CSE moderated both emotional organizational family support – burnout relationship and instrumental organizational family support – burnout relationship, but with different patterns. Specifically, nurses with higher CSE experienced less burnout than those with lower CSE when organization provided more instrumental family support. On the other hand, nurses with lower CSE experienced less burnout than those with higher CSE when more emotional organizational family support was provided. Implications for practice and theory are discussed.

Job satisfaction among the professionals of AceS Baixo Vouga II

Abstract: Job satisfaction is a measure of quality of life at work and is related to emotional states. The interest for this theme is increasing and, in the last years, many studies have attempted to demonstrate its relation with professional performance. Primary care professionals are in the first line of the Servico Nacional de Saude (SNS). Therefore, it is necessary that they feel satisfaction with their jobs, in order to perform the tasks with the quality required. Several factors seem to have impact in the satisfaction of these professionals, such as payment, promotion, recognition from supervisors and peers, physical conditions at work and available resources, opportunities for personal development, among others. Insatisfaction may lead to absentism and in the limit to job quit. The main objective of this work is to study job satisfaction among the professionals working at the health centers of ACeS Baixo Vouga II, namely, the relationship between job characteristics and job satisfaction and between job characteristics and considering job quit as a serious option. All the professionals working in the four health centers were inquired. Results show that job characteristics are defined by six dimensions: leadership and supervision, task characteristics and autonomy, payment, personal and professional development and promotion, peers and relations inside the organization and work environment. Globally, payment and opportunities for personal and professional development and promotion are perceived at low level by all the professional groups. Results also show that there are differences by gender and professional groups regarding job satisfaction and the will to quit job. Considering the specificity of the tasks performed by these professionals, measures should be taken in order to improve job satisfaction in the Portuguese health centers.

The relationship between personality traits and job satisfaction of teachers

Abstract: Introduction: Persons that show discontentment with their work have a bigger chance to experience burnout syndrome, depression, anxiety and the lack of self-esteem. Paul Spector defined job satisfaction as 'the thing that people feel about their job and different aspects of the same.' There is much research in a domain of industrial-organizational psychology that has been questioning relationship between job satisfaction and specific personality traits. Most of those researches confirm the fact that some of personality traits are significant predictors in job satisfaction. The Aim of the Study: To examine the level of job satisfaction and conduct research if there is a connection between certain aspects of it and personality traits among teachers in primary and secondary schools. Patients and Methods: The research was designed as a cross-sectional study. The sample included 280 teachers. Personality traits have been tested by Zuckerman-Kuhlman Personality Questionnaire (ZKPQ-50-CC), short version for estimating five dimensions of personality. For evaluation of job satisfaction, Job Satisfaction Survey (JSS) questionnaire, which serves for evaluating nine aspects of job satisfaction, was used. The examination was done according to ethical principles. Statistic treatment included descriptive and correlation analysis. Results: Results show the middle level of job satisfaction. They are not satisfied with their pay but they are pleasant with 'Supervision', 'Coworkers', 'Nature of Work' and 'Communication' while they are ambivalent on aspects of 'Promotion', 'Fringe Benefits', 'Contingent Rewards' and 'Operating Procedures'. In this group of respondents, personality traits, Neuroticism and Sociability are rarely connected with job satisfaction. Neuroticism seems to be in negative and Sociability in positive correlation. Correlation among other personality traits with some aspects of job satisfaction is negligible. Conclusion: Results of this research are showing that there is a poor connection between some personality traits and job satisfaction.