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.

Relationship Of Core Job Characteristics To Job Satisfaction And Job Involvement Of Construction Workers In Lagos Metropolis

Abstract: In order to clarify the conceptual and empirical distinction between job satisfaction and job involvement constructs, this study investigates the relationship between construction workers core job characteristics, job satisfaction and job involvement. It also investigates the mediating role of job satisfaction between core job characteristics and job involvement. Using ex post facto design, a sample of 198 workers from a leading construction company in Lagos metropolis completed the questionnaire designed for the purpose. Participants comprise of 149 (75%) males and 49(25%) females, with age ranging between 21 and 53 years, and mean age of 31.2 years (S.D of 3.48). It was hypothesised that dimensions of core job characteristics will significantly independently and jointly predict workers job satisfaction and job involvement. Also, it was hypothesized that job satisfaction will mediate the relationship between core job characteristics and job involvement. The results of the multiple regression analysis reveal that the different dimensions of job characteristics (skill variety, task significance, task identity, autonomy and feedback) significantly predicted employee job involvement much less than job satisfaction; ((R2 = .08 = F(7, 191) =3..45, p < .001) less than (R2 = .26 = F(7, 191) = 13.20 p < .001) as hypothesized, and job satisfaction mediate the relationship between core job characteristics and participants job involvement. The study justify the need for effective job design program that would enhance construction workers’ self worth, personal meaning of work, quality of life, and sense of responsibility, job satisfaction and overall organizational effectiveness.

The Impact of Core Self-Evaluations on Job Satisfaction and Turnover Intention among Higher Education Academic Staff: Mediating Roles of Intrinsic and Extrinsic Motivation

Abstract: Job satisfaction and turnover intention among academic staff remains a challenge in higher education institutions. To aid understanding of the factors that can reduce intention to leave and increase job satisfaction among academic staff, the present research investigated the impact of core self-evaluations (CSEs) on job satisfaction and turnover intention by proposing a parallel mediation model. The researcher used quantitative approach. The sample consisted of (n = 305) academic staff working in higher education institutions in Nigeria, with a total of 80 females and 225 males. The study attempted to investigate the connection between core self-evaluations, job satisfaction, and turnover intention using self-determination theory to investigate the parallel mediating role of intrinsic and extrinsic motivation on the relationship. Through application of structural equation modeling, the findings showed that CSEs had an impact on job satisfaction and turnover intention, mainly through the mediating role of intrinsic and extrinsic motivation. The mediating role of intrinsic and extrinsic motivation provided new insight into the connections between core self-evaluations, job satisfaction, and turnover expectations.

Full Length Review Article

Abstract: Job stress is the psychophysiological arousal resulting from workplace demands. Optimally, it results in enhanced job performance. When m ismanaged, job stress leads to job strain, which includes psychological, medical, and behavioral costs. The growing awareness of the impact of job stress is best illustrated by the sheer increase in the volume of job stress research in recent years. Job st ress is a condition familiar to many. In some form or another, it influences all working lives, leaving those who experience job stress emotionally drained and frequently more vulnerable to other illnesses and disease. It is not just individuals who experi ence the impact of job stress. Organizations, families, communities, and society all bear the costs of job stress to such an extent that job stress is frequently viewed as an inevitable feature of 21st - century living.

Achievement motivation as mediating factor in the relationship between personality and job performance relationship

Abstract: Meta-analytic studies have consistently reported that job performance has a significant relationship with personality trait. However only a limited amount of research has been conducted to find the mechanisms that mediate this relationship. Thus this study attempts to examine the direct role of personality traits as predictors of job performance and the indirect influence of achievement motivation as a mediating variable. Personality measurement tools were adapted from Cattell and achievement motivation from Cassidy and Lynn. Job performance indicator was obtained from annual job performance evaluations. All three personality traits were integrated into a model that predicts job performance and achievement motivation. The model was tested using structural equation modelling (SEM) with a sample of 450 public administrator officers. Results of the model show that it has a goodness of fit and explains, achievement motivation is found fully mediate for the relationship between conscientiousness and agreeableness toward job performance. However, emotional stability directly influence job performance. All the predictors are found to contribute to 24% of the variance in job performance. Implication of the finding shows that emotional stability and achievement motivation can be the essential predictor in predicting job performance of future candidates followed by agreeableness and conscienstiouness.