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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.


Papers
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Journal ArticleDOI
TL;DR: In this article, the authors investigated the relationship between job satisfaction and personality traits among Iran Khodro Company expert staff and found that neuroticism/emotional stability was associated with low job satisfaction.

2 citations

Dissertation
06 Dec 2010
TL;DR: The aim of this thesis was to explore bottlenecks and to make recommendations for an optimalisation of the work environment of nurse anaesthetists in order to keep them preserved for the job.
Abstract: The aim of this thesis was to explore bottlenecks and to make recommendations for an optimalisation of the work environment of nurse anaesthetists in order to keep them preserved for the job. NAs have been providing anaesthesia care in the United States and in some European countries for nearly 150 years, and were the first "nursing specialty group". Though not universally so but especially in those countries where anaesthesia developed after WWII, Health Departments opted not to employ NAs and chose, essentially, to restrict anaesthesia to physician anaesthetists. At present, the anaesthesia workforce in Europe is very diversified and on average two European models can be defined: the nurse anaesthetists who are allowed to maintain anaesthesia without a direct supervision of the anaesthesiologist; and circulation nurses who can just help for a specific procedure but need a direct supervision of the anaesthesiologist and cannot monitor patients and maintain anaesthesia alone. The Dutch healthcare system employs nurse anaesthetists both with and without nursing backgrounds. Perceptions about work context factors, psychosomatic symptoms, burnout, sickness absence, general health and job satisfaction were similar between NA’s with or without nursing degree which suggests an equal perception on the part of both groups of competence to perform their jobs. We found four work context factors (career/rewards, relation with supervisor, task contents and social environment) that explain 48% of variance in work context, which Dutch nurse anaesthetists consider important in their job. The size and type of the anaesthesia department did not show to have an impact. Supervisors differed from nurse anaesthetists in their perception of the work context factors ‘relation with supervisor’, ‘task contents’ and ‘social environment’. Four personality dimensions, easy going’, ‘orderly’, ‘receptive’ and ‘compassionate’ were found in which the personality dimensions ‘easy going’ and ‘orderly’ explained 3.5% of the variance in job satisfaction. The negative correlation between age and the personality dimension ‘easy going’ showed the expected evolution in this personality dimension. Five work climate characteristics (‘recognition’, ‘encourage development’, ‘mission statement’, ‘progress’ and ‘learning & growing’) showed a relatively high correlation with job satisfaction, but a mean work climate value below four. Burnout and psychosomatic symptoms were negatively associated with job satisfaction, and perceived general health was positively and sickness absence was negatively related to job satisfaction. Age related significantly to exhaustion and depersonalization and possibly be explained by the limited career options. Nurse anaesthetists’ turnover intentions were predicted by burnout symptoms and job satisfaction, which in turn were predicted by personality dimensions (in case of burnout), work climate (in case of personality and job satisfaction) and work context characteristics (in case of job satisfaction). Examining the relationship between events, emotions and job satisfaction and the influence of several ‘uncertainties’ on this process, a mediating effect of positive emotions on positive and negative events and job satisfaction was demonstrated. In hospitals, where humans are the main capital of the organization, creating a culture of retention is one key strategy for reducing staff turnover and replacement costs.

2 citations

Dissertation
01 Jan 2014
TL;DR: In this paper, the authors examined the role of personality in one's satisfaction with life and found that specific constellations of personality dimensions are more important for Life Satisfaction than single dimensions by itself, providing some support for the existence of a happy personality and its relation to high LS.
Abstract: Life Satisfaction, which is supposed to predict happiness, has been widely investigated. As personality is part of one of the determinants of Life Satisfaction and provides an explanation for the stability of Life Satisfaction, it gained more interest to examine the role of personality in one’s satisfaction with life. So far, it is evident that certain personality dimensions are related to Life Satisfaction. And although many different studies examined different domains within the topic of Life Satisfaction and personality, there are still some unexplored areas. In a longitudinal research, using a representative Dutch sample (N=3146), the development of Life Satisfaction across a time period of five years was examined in relation to certain personality dimensions. Differences in the development of Life Satisfaction across five years were examined between respondents who score high/low on emotional stability and between respondents who score high/low on extraversion. Results imply that, although the extent of Lifer Satisfaction is influenced by personality, it remains stable across time, regardless of the personality dimensions. The present study also presumes that specific constellations of personality dimensions are more important for Life Satisfaction than single dimensions by itself, providing some support for the existence of a happy personality and its relation to high LS.

2 citations

Journal Article
TL;DR: In this paper, the authors investigate the relationship between Big Five personality on job satisfaction involving 293 executives and non-executives in the Sri Lankan apparel sector and the major finding of the study is that the relationship and correlation of the Big Five Personality and its dimensions on the job satisfaction are relied on different employee categories when they are working in similar organizational context.
Abstract: Many research studies on the topic of the relationship between Big Five Personality and job satisfaction concerned the single category of workers. However, there are no empirical findings about how Big Five Personality affect the job satisfaction of two different categories of employees in similar context. This study is to investigate the relationship between Big Five Personality on job satisfaction involving 293 executives and non-executives in the Sri Lankan apparel sector. Correlation and regression analyses were hired to analyses the data and the major finding of the study is that the relationship and correlation of the Big Five Personality and its dimensions on the job satisfaction are relied on different employee categories when they are working in similar organizational context.

2 citations

Proceedings ArticleDOI
20 May 2020
TL;DR: Christy Faculty of Pssychology Universitas Tarumanagara Jakarta, Indonesia christyaries@gmail.com Riana Sahrani Faculty of Psychology Universitas Tamanagara Jakarta as discussed by the authors, Indonesia rianas@fpsi.untar.ac.id Pamela Hendra Heng Faculty of psychology Universitas Tanah et al.
Abstract: Christy Faculty of Pssychology Universitas Tarumanagara Jakarta, Indonesia christyaries@gmail.com Riana Sahrani Faculty of Psychology Universitas Tarumanagara Jakarta, Indonesia rianas@fpsi.untar.ac.id Pamela Hendra Heng Faculty of Psychology Universitas Tarumanagara Jakarta, Indonesia pamelah@fpsi.untar.ac.id Advances in Social Science, Education and Humanities Research, volume 439 Tarumanagara International Conference on the Applications of Social Sciences and Humanities (TICASH 2019)

2 citations


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