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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: In this article, the Guttrnan Smallest Space Analysis (GSSA) was applied to the correlation matrix of job satisfaction elements with the object of finding a general rule for the configuration of the job satisfaction variables.
Abstract: Summary.-This study applied the Guaman Smallest Space Analysis to a correl2tion matrix of job satisfaction. 96 managers and professionals rated their job satisfaction on the basis of 10 items and an over-all criterion. It was found that items' configuration is a two-banded circumplex, where intrinsic items are grouped around the criterion and extrinsic items form a peripheral circle. The Guttrnan Smallest Space Analysis (1968) was applied to the correlation matrix of job satisfaction elements with the object of finding a general rule for the configuration of job satisfaction variables. It was hoped thereby to go beyond the technical aspects of the subject and to disclose the structure and basic dimensions of job satisfaction. METHOD Subjects Ninety-six managers and professionals enlployed in an industrial organization in Israel were asked to rate their satisfaction with their present job in terms of 10 items. (This study was part of a wider study of the same organization conducted by the present author.) Instrgment The 10 variables of job satisfaction which were selected for the purpose of this study were: recognititon by co-workers, professional opportunities, freedom on the job, opportunity for expression of abilities, promotion, pay, relations with superior, work conditions, job content and job security. The respondents were required to rate satisfaction on a 7-point scale, from "strongly dissatisfied to "strongly satisfied." A separate item for over-all job satisfaction criterion was rated by the respondents on the same 7-point scale, with the same categories mentioned above.

3 citations

Journal Article
TL;DR: In this paper, the effect of personality dimensions (i.e., extroversion, agreeableness, neuroticism, openness to experience, and conscientiousness) on job commitment was examined.
Abstract: The objective of this study is to examine the effect of personality dimensions (i.e., extroversion, agreeableness, neuroticism, openness to experience, and conscientiousness) on job commitment. This study also aims to examine how gender differences and job level are associated with job commitment. This study adopted a cross-sectional design and collected quantitative data from 144 managerial and non-managerial level employees working in private higher learning institutes in Kota Kinabalu, Sabah, Malaysia. Findings of this study reveal that ‘conscientiousness’ has a significant effect on job commitment. Among the moderators, ‘job level’ also indicates a significant influence between personality dimensions and employees’ job commitment. Private higher learning institutes in Malaysia should therefore focus on providing a supportive environment for employees to promote goal focus, dutifulness, self-discipline, and competence seeking behavior, which together leads to high job performance, career success, motivation, and job satisfaction. Keywords : Personality Dimensions, Job Commitment, Job level, Gender JEL Classifications: I23, M

3 citations

01 Jan 2017
TL;DR: This article examined the main and indirect effects of core self-evaluations and role clarity on the relationship between individual differences and repatriation work adjustment, and proposed several hypotheses to determine whether core selfevaluations affect repatriation-work adjustment through role clarity, and whether repatriation adjustment affects job satisfaction and intentions to turnover.
Abstract: A growing corpus of employee relocation literature proposes the construct of repatriation work adjustment as not only a desired outcome on behalf of returning employees and their organizations, but also a persistent challenge. Contemporary research consistently traces repatriation work adjustment to a wide range of individual, occupational, and cultural antecedents, while also hypothesizing it as a contributor to desired outcomes. However, there exists a dearth of literature examining the intermediary role of job factors in the relationship between individual differences and repatriation work adjustment. By examining the main and indirect effects of core self-evaluations and role clarity, the present study proposes several hypotheses to determine whether core self-evaluations affect repatriation work adjustment through role clarity, and whether repatriation work adjustment affects job satisfaction and intentions to turnover. To test these mediated models, this study used an online, survey-based design to obtain self-report data from a sample of repatriated employees.

3 citations

Journal ArticleDOI
TL;DR: In this paper, the authors developed and tested a model to examine the influence of personality traits and motivational needs on task performance behavior of university teachers in Pakistan using convenience sampling technique, 650 structured questionnaires were administered to faculty members in Pakistani universities.
Abstract: The study developed and tested a model to examine the influence of personality traits and motivational needs on task performance behavior of university teachers in Pakistan. Using convenience sampling technique, 650 structured questionnaires were administered to faculty members in Pakistani universities. The findings showed that core self evaluations influence acquiredmotivational needs that is need for power has positive impact on task performance behaviors than need for achievement, whereas need for affiliation has no impact on task performance behavior. This study has added to existing literature by introducing motivational needs as an important facilitator in the link between core self-evaluations and task performance behavior. This is among first studies that has incorporated core self-evaluations within the acquired needs framework particularly in the Asian context. Major implications of the study were also discussed.

3 citations

Journal ArticleDOI
TL;DR: Chen et al. as discussed by the authors introduce a Journal of Organizational Behavior point/counterpoint exchange (this issue) that focuses on the appropriate level of aggregation primarily in the assessment of personality in general and core self-evaluations (CSE) in particular.
Abstract: Summary This paper introduces a Journal of Organizational Behavior point/counterpoint exchange (this issue) that focuses on the appropriate level of aggregation primarily in the assessment of personality in general and core self-evaluations (CSE) in particular. Gilad Chen reviews arguments for and against the higher-order construct of CSE, offering a number of recommendations for strengthening it. Timothy Judge and John Kammeyer-Mueller offer a defense of CSE, and then extend the discussion to the measurement of other constructs beyond the personality domain. Together these two papers provide important insights about the appropriate level of aggregation of individual measures, and situations in which higher-order versus lower-order measures might be preferred. Copyright © 2011 John Wiley & Sons, Ltd.

3 citations


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