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.

Testing Karasek's learning and strain hypotheses on young workers in their first job

Abstract: This study tests the core hypotheses of Karasek's job demand-control model: high job demands (workload) in combination with low job control (autonomy) increase strains (job dissatisfaction; strain hypothesis), whereas high job demands in combination with high job control increase learning and development in the job (here: learning new skills in the first job; learning hypothesis). These hypotheses are tested in two ways: (a) the mere combination of both job characteristics is associated with the expected outcomes, and (b) a statistical interaction between both job characteristics in predicting the outcomes is expected. A large dataset (n=2,212) of young workers in their first job was used to test all hypotheses. As young workers are presumably still in the process of adjusting themselves to their work environment, we expected that the effects of work characteristics on work outcomes would be stronger for this group than for more experienced workers. The results confirm both the strain and the lea...

Not all that it might seem: why job satisfaction is worth studying despite it being a poor summary measure of job quality:

Abstract: Interest in data on job satisfaction is increasing in both academic and policy circles. One common way of interpreting these data is to see a positive association between job satisfaction and job q...

Job Satisfaction in Britain: Coping with Complexity

Abstract: Claims for a growth of despondency in the British workforce in the 1990s, based on job satisfaction data, are questioned by an evaluation of: (i) the bases of comparison, (ii) features of job-satisfaction measures, (iii) the properties of key data sets and (iv) inferences drawn from the data. A more complex situation is presented showing significant falls in satisfaction with the job facets, the work itself, and hours worked; significant rises in satisfaction with total pay and security of job; a steep decline in overall job satisfaction among women and stable or slightly rising overall job satisfaction among men. Trends in job quality, workforce composition, the economic cycle and changing work values among women, rather than generalized despondency, are proposed as sources for hypotheses for future research. The latter should include a review of data requirements, and research on the performance of measures of job satisfaction.

The dispositional model of job attitudes revisited: Findings of a 10-year study.

Abstract: Research findings showing that satisfaction scores are stable over time led B. M. Staw and J. Ross (1985) to suggest that job satisfaction is rooted in dispositional mechanisms. The current study tested this hypothesis by administering a questionnaire to 166 U.S. Department of Defense employees on 2 occasions. Measures of job satisfaction (r = .37, p <.01) and job involvement (r =.41, p <.01) evidenced significant stability over the study's 10-year interval. Multiple regression analysis showed that job characteristics explained variance in the attitudinal measures after accounting for the variance due to attitudinal stability. In addition, regression results suggested that the success of job design interventions may be conditioned by personal characteristics (e.g., attitudinal stability-instability) of the individuals in the sample. By supporting both the dispositional and situational views of job satisfaction, current findings suggest an interactionist perspective.