Past research has suggested that dispositional sources of job satisfaction can be traced to measures of affective temperament. The present research focused on another concept, core self-evaluations, which were hypothesized to comprise self-esteem, generalized self-efficacy, locus of control, and nonneuroticism. A model hypothesized that core self-evaluations would have direct effects on job and life satisfaction. It also was hypothesized that core self-evaluations would have indirect effects on job satisfaction. Data were collected from 3 independent samples in 2 countries, using dual source methodology. Results indicated that core self-evaluations had direct and indirect effects on job and life satisfaction. The statistical and logical relationship among core evaluations, affective disposition, and satisfaction was explored.

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This study investigated the impact of rating segmentation (i.e., the number of alternative appraisal categories available for rating employee performance) on motivation and perceptions of fairness. Participants were 305 student volunteers who performed a catalog search task. A 2 x 4 factorial design with 2 performance rating systems-low segmentation (3 categories) and moderate segmentation (5 categories)--and 4 performance levels was used. Overall, the results indicated that the 5-category system resulted in higher self-efficacy regarding participants' ability to reach the next higher rating category. higher goals for rating improvement, and higher rating improvements than the 3-category system. The effects of rating system and performance rating on rating improvement were partially mediated by self-efficacy and personal goals. The rating system and the performance rating affected perceptions of distributive and procedural justice.

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