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.

An experimental analysis of the relationship between job satisfaction and job importance

Abstract: In the understanding of employee's job behavior, it is useful to determine how important various aspects of the job are to the employees as well as how satisfied they are with each aspect.The previous theory and research which analyzed the relationship between job satisfaction and job importance has not led to clear-cut findings. Some findings assert the significance of job importance but others do not. A major reason for this inconsistency of findings seems to consist in the incompleteness of job importance measurement and external criterion variables used.In this study, these operational problems are overcome. The following two hypotheses are tested on data obtained from 297 male workers engaged in railroad maintenance.Hypothesis 1: The correlation coefficients between job satisfaction ratings and the four criterion variables (likelihood of leaving one's present job, evaluation concerning the future of one's job, mental health, and feeling of job accomplishment) will be improved by weighting them with importance ratings. The product moment correlations, partial correlations, and multiple correlations methods are used to test this hypothesis.The results reveal that weighting satisfaction ratings by importance ratings slightly increases these correlation coefficients.Hypothesis 2: The effects of satisfaction and dissatisfaction of a job aspect upon the external criterion variable (likelihood of turnover) will be varied whether the job aspect is more important to him or not. The results of analysis of variance support this interactive model of job importance and job satisfaction. That is, employees who rate high importance-high satisfaction are less likely to turnover than those rate high importance-low satisfaction. In addition, there are no statistical differences between the likelihood of turnover of low importance-high satisfaction employees and that of low importance-low satisfaction employees.It is argued that these findings provide the empirical support for the explanation that the prediction of the external criterion variables by job satisfaction is improved if job importance ratings are somehow taken into account simultaneously.Finally, for the future research on the relationships between job satisfaction and job. importance, the necessity is emphasized to develop a more valid job importance measure and more appropriate methods of weighting.

Job Satisfaction among Korean Child Care Teachers: The Effects of Background Characteristics, Self-efficacy and Job Stress*

Abstract: This study examined how child care teachers` background characteristics, self-efficacy and job stress relate to their job satisfaction. Participants were 400 child care teachers in Seoul and Gyeonggi, Korea. Structural equation models were developed based on the authors` hypothesized model, which proposed that teachers` self-efficacy and job stress have a mediating effect in the relationship between teachers` background characteristics and job satisfaction. The results revealed that career directly influenced on self-efficacy and job stress but had no direct effect on job satisfaction. Education level was found to have a direct effect on job stress but had no direct effect on self-efficacy and job satisfaction. Teachers` self-efficacy affected job stress and job satisfaction and job stress affected job satisfaction. Furthermore, self-efficacy mediated the effects of career on job stress and job satisfaction. Additionally, job stress mediated the effects of education level and self-efficacy on job satisfaction. These results suggested that teachers` self-efficacy and job stress were key predictors and mediating variables in the relationship between background characteristics and job satisfaction.

The moderating effects of job demand between job resources, work-life enrichment, and core self-evaluations on work engagement among academics in Malaysian public universities

Abstract: The purpose of this research is to examine the relationship between job resources (i.e. perceived organisational support, immediate superior support, colleague support, autonomy, recognition, job prestige, and perceived external prestige), work-life enrichment and core self-evaluations on work engagement among academics in Malaysian public universities. In addition, this study also examined the moderating effects of job demands on these relationships. The survey questionnaire was designed to elicit responses from the participants. A total of 756 questionnaires were distributed to the academics from 18 public universities in Peninsular Malaysia. Three hundred eighty five (385) usable questionnaires were returned, yielding a response rate of 50.9%. The data were analysed using multiple regression analysis. The results indicated that immediate superior support, perceived external prestige, work-to-personal life enrichment, personal life-to-work enrichment, and core self-evaluations were positively related to work engagement. On the other hand, colleague support was found to be negatively related to work engagement. Result from hierarchical regression analysis showed that job demands only moderate the relationship between work-to-personal life enrichment and work engagement. This means the effect of work- to-personal life enrichment and work engagement is strengthened when academic staff is confronted with high job demands. This study shows that systematic training programs are needed to enhance more supportive supervisory practices. To reduce the adverse impact of colleague support on work engagement, academics should be exposed to how communication content can have profound influence on both emotional and instrumental functions of different sources of support. The management should recruit and develop academics with positive core selfevaluation. Besides, efforts to promote prestige image of the universities is likely to bear fruitful results in enhancing the work engagement. In addition, the management should assist employees in achieving greater balance between their work and personal life through work life policies and programs. Last but not least, the limitations of the present study and some suggestions for future research are discussed as well

Impacts of Newspaper Contents Producers' Role Stress and Burnout on Their Job Satisfaction

Abstract: The purpose of this study is to examine the impacts of newspaper contents producers` role stress and burnout on their job satisfaction. For this, a survey was performed, of which the subjects were selected out of a great number of journalists employed in several newspapers. Finally, a total of 229 completed questionnaires were used for statistical inspections, such as correlation analysis and multivariate regression analysis. The results of this study can be summarized as follows: First, it is demonstrated that, the more stress journalists have with respect to role ambiguity, repetitive duties, and role conflict, which are three of the four factors causing role stress, they are less likely to have job satisfaction. However, role overload, the remaining factor of role stress, is shown to have nothing to do with job satisfaction despite it actually causes job stress most. Also, it is ascertained that role ambiguity among the aforementioned four factors of job stress has the most positive effect on job satisfaction in comparison. Second, burnout is shown to have negative correlation with job satisfaction. That is, it is identified that, the more burnout such as emotional exhaustions, depersonalization, and depreciation of personal accomplishment journalists perceive, they are less likely to have job satisfaction. In addition, it is become clear that depreciation of personal accomplishment, among the factors of burnout, has the strongest impact on job satisfaction.