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.

Big Five Personality Factors:Its Role in Determining Organizational Commitment

Abstract: Retaining the highly committed employees is a key to success and flourishing of an organization. Plethora of research has been carried out in the field of organizational behaviour reflecting the importance organizational commitment holds in predicting variables of interest to organizations such as job satisfaction (Cooper-Hakim & Viswesvaran, 2005), organizational citizenship behaviour (LePine, Erez, & Johnson, 2002), reduction in turnover intentions (CooperHakim & Viswesvaran, 2005; Mowday, Porter, & Steers, 2013; Meyer, Stanley, Herscovitch, & Topolnytsky, 2002), curtailment in absenteeism (Farrell & Stamm, 1988; Klein, Becker, & Meyer, 2009), and job performance (Becker & Billings, 1993; CooperHakim & Viswesvaran, 2005). The organizational commitment is a positivejob attitude which generates loyalty of an employee and acts as a propeller for employee's performance (Porter, Steers, Mowday, & Boulian, 1974). The organizations strive for retaining committed employees (Petrides & Furnham, 2006). Significance of harbouring organizational commitment directs our attention towards need for recognizing its precursors which would ensure person-environment fit (Weiner, 1982).Among the antecedents recognized, apart from personality which is dispositional in nature, majority are situational and experiential (Choi, Oh, & Colbert, 2015). Personality is regarded as an important factor in determining desirable individual level outcomes within an organization (Penney, David, & Witt, 2011, p.297). The last decade has witnessed a surge in researches attempting to draw linkages between personality traits and organizational commitment (Abdullah, Omar, & Rashid, 2013; Abedi, Mahali, Mirzaian, & Ghara, 2014; Choi, Oh, & Colbert, 2015; Darbanyan, Samavatyan, Oreyzi, & Mousavirad, 2014; Ganu& Kogutu, 2014; Hawass, 2012; Khiavi, Dashti, & Mokhtari, 2016; Khoeini & Attar, 2015; Kumar & Bakhshi, 2010; Panaccio & Vandenberghe, 2012). Results from the studies examining dispositional antecedents have inconclusive findings (Choi, Oh, & Colbert, 2015; Klein, Becker, & Meyer, 2009). This generates doubt in the efficacy of traits or dispositional factors in shaping organizational commitment. However, this does not assuage the role of personality and it demands further investigation. Additionally, the studies differed on their conceptual underpinnings with respect to measurement of personality. Review reveals that the studies are either based on positive affectivitynegative affectivity typology (Cropanzano, James, & Konovsky, 1993; Thorensen, Kaplan, Barsky, Warren, & de Chermont, 2003) or Big Five Model (Chandel, Sharma, & Bansal, 2011; Erdheim, Wang, & Zickar, 2006; Kumar & Bakhshi, 2010; Naquin & Holton, 2002; Spagnoli & Caetano, 2012). On comparison ofmeta analytic studies conducted on three taxonomies, core self evaluations, Big Five Model (Judge, Heller, & Mount, 2002), and positive affectivitynegative affectivity typology (Connolly & Viswesvaran, 2000), it was concluded that taxonomy of core self evaluations is the most useful predictor of organizationally relevant outcomes (Judge & Heller, 2001). At the face of scholars and researchers in the field advocating for the superiority and utility of a given taxonomy over the other, before accepting, while remaining skeptical further studies are needed to be carried out for confirmation.Big Five Factor Model ofpersonality (McCrae & Costa, 1987) is widely researched in the field of organizational behaviour. The role of Big Five Factors has been reckoned in researches onjob attitudes (e.g., Chandel, Sharma, & Bansal, 2011; Erdheim, Wang, & Zickar, 2006; Kumar & Bakhshi, 2010; Naquin & Holton, 2002; Spagnoli & Caetano, 2012). As per Erdheim, Wang, and Zickar (2006), big five factor model gives a more comprehensive picture and deeper understanding of personality. …

The Influence of Personality Traits on the Relationship between Work- Family Conflict and Job Satisfaction among Married Women

Abstract: The role of women has changed dramatically. The claim has been supported by a general consensus among researchers that many married working women experience significant work-family conflict (WFC). However, the personality traits have been only minimally considered in the studies of WFC especially in Malaysia. To fill in this vacuum, this paper aims at investigating the influence of personality traits on the relationship between WFC and job satisfaction among employed married women by analyzing related published articles in the area. A conceptual framework is developed indicating that job satisfaction is influenced by WFC and is moderated by the Big Five personality traits. Hence, a conceptual framework is developed indicating that the dependent variable of job satisfaction is influenced by the work-family conflict. This relationship is moderated by the personality traits which taken from the framework of the Big Five Model, that is, emotional stability, extraversion, conscientiousness, agreeableness, and openness to experience. It is concluded that this paper is perhaps one of the earlier to propose that the different personality traits might have different influence on the way the married women employees manage their work-family conflict and job satisfaction in Malaysia.

Job Burnout & Job Satisfaction in Relation To Organizational Culture-A Review Paper

Abstract: Considering Higher education as one of the Key Indicator in the development of each country, which is possible by material and intellectual investment on higher education ; It becomes of utmost importance to study the type of organizational culture prevailing in private as well as public Universities in that Country. In the present era , wherein every individual is working under severe pressure and target oriented Culture, Our Educators are also not left from this stressed life and this prolonged stress has emerged as ‘Job Burnout’. This Paper is targeted to find out the relationship between Job Burnout and Job Satisfaction in relation to Organization Culture by doing comprehensive review of present literature on the Variables under Study. In the end, Findings have been discussed and Conclusion being drawn. Key words: Organization Culture, Job Burnout, Job satisfaction