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.

Individual Demographic Differences and Job Satisfaction among Information Technology Personnel: An Empirical Study in Taiwan

Abstract: A survey was conducted on IT personnel working in Taiwan's Top 500 Enterprises to explore effects of individual characteristics on job satisfaction. Results show that there were significant differences found in general, intrinsic and overall job satisfaction with regard to marital status, age, position title, and annual salary. Suggestions for increasing job satisfaction of IT personnel are proposed. Introduction To bring out the function of the information technology (IT) thoroughly, the enterprise takes not only the adequate hardware equipment and infrastructure, but also the perfect coordination between the information system (IS) and IT personnel. IT personnel will be the major human resources in enterprises. Hence, the key to make IT personnel grow and contribute themselves to the enterprise to create useful value for a long time and stably depends on their recognition, loyalty and job satisfaction to the enterprise. Accordingly, how the managers manage and encourage these professionals effectively has become the crux for future organizations. Job satisfaction is important in organizational behavior. It is based on employee's personal subjective perceptions and feelings. Therefore, individual is an important factor which affect employees' job satisfaction. Although general researches do not view the population background as dependent variables, practically, when an enterprise recruits employees or draws up personnel-related policies, it still expects to infer the employee's job satisfaction from the employee's personal file that is easily obtained and then constructs the responding model for the organization. This study takes the IT personnel working in Taiwan's Top 500 Enterprises, engaged in system development, software design and development, and software application as the studying subjects. The relationship between the individual demographic variables and job satisfaction of IT personnel in Taiwan will be studied thoroughly. Literature Review Job satisfaction is the individual's affective attitude or orientations for work (Blum & Naylor, 1968; Smith. Kendall, & Hulin, 1969; Muchinsky, 1990). The first study of job satisfaction was conducted by Hoppock (1935). There are many factors affecting employees' feeling for job satisfaction. Porter and Lawler (1968) divide the factors affecting job satisfaction into the intrinsic satisfactory factors related to work itself and the extrinsic satisfactory factors not directly related to work itself. Seashore and Taber (1975) consider that personal attributes and environment are the major factors affecting job satisfaction. Glisson and Durick (1988) indicate that the factors affecting job satisfaction are the worker himself/herself, work and organizational characteristics. Most studies have indicated that job satisfaction has positive effect on employees' working performance and organizational commitment, and negative effect on employee absenteeism and turnover (Menninger & Levison, 1956; Rabinowitz & Hall, 1977; Poulin, 1994; Reiner & Zhao, 1999; Clugston, 2000; Mclean & Andrew, 2000). In the study of the relationship between job satisfaction and personal characteristics, most studies indicate a positive association between age and job satisfaction (Lee & Wilbur, 1985; Reiner & Zhao, 1999). However, other studies have found a U-shaped relationship (Kacmar & Ferns, 1989; Eichar, Norland, Brady, & Fortinsky, 1991). Gender differences in job satisfaction have also been extensively studied. There is no conclusive evidence with regard to job satisfaction among men and women (Brush, Moch, & Pooyan, 1987; Witt & Nye, 1992). Tenure and job satisfaction are positively related (Bedian, Ferris, & Kacmar, 1992). That is, people who are more experienced on their jobs are more highly satisfied than those who are less experienced. White-collar personnel tend to be more satisfied with their jobs than blue-collar personnel (Weaver, 1980; Howard & Frink, 1996). …

Do Candidate Reactions Relate to Job Performance or Affect Criterion-Related Validity? A Multistudy Investigation of Relations Among Reactions, Selection Test Scores, and Job Performance

Abstract: Considerable evidence suggests that how candidates react to selection procedures can affect their test performance and their attitudes toward the hiring organization (e.g., recommending the firm to others). However, very few studies of candidate reactions have examined one of the outcomes organizations care most about: job performance. We attempt to address this gap by developing and testing a conceptual framework that delineates whether and how candidate reactions might influence job performance. We accomplish this objective using data from 4 studies (total N = 6,480), 6 selection procedures (personality tests, job knowledge tests, cognitive ability tests, work samples, situational judgment tests, and a selection inventory), 5 key candidate reactions (anxiety, motivation, belief in tests, self-efficacy, and procedural justice), 2 contexts (industry and education), 3 continents (North America, South America, and Europe), 2 study designs (predictive and concurrent), and 4 occupational areas (medical, sales, customer service, and technological). Consistent with previous research, candidate reactions were related to test scores, and test scores were related to job performance. Further, there was some evidence that reactions affected performance indirectly through their influence on test scores. Finally, in no cases did candidate reactions affect the prediction of job performance by increasing or decreasing the criterion-related validity of test scores. Implications of these findings and avenues for future research are discussed.