This paper examines the effect of the Big Five personality traits on job satisfaction and subjective wellbeing (SWB). The paper also examines the mediating role of job satisfaction on the Big Five-SWB relationship. Data were collected from a sample of 818 urban employees from five Chinese cities: Harbin, Changchun, Shenyang, Dalian, and Fushun. All the study variables were measured with well-established multi-item scales that have been validated both in English-speaking populations and in China. The study found only extraversion to have an effect on job satisfaction, suggesting that there could be cultural difference in the relationships between the Big Five and job satisfaction in China and in the West. The study found that three factors in the Big Five--extraversion, conscientiousness, and neuroticism--have an effect on SWB. This finding is similar to findings in the West, suggesting convergence in the relationship between the Big Five and SWB in different cultural contexts. The research found that only the relationship between extraversion and SWB is partially mediated by job satisfaction, implying that the effect of the Big Five on SWB is mainly direct, rather than indirect via job satisfaction. The study also found that extraversion was the strongest predictor of both job satisfaction and SWB. This finding implies that extraversion could be more important than other factors in the Big Five in predicting job satisfaction and SWB in a "high collectivism" and "high power distance" country such as China. The research findings are discussed in the Chinese cultural context. The study also offers suggestions on the directions for future research.

To what extent do perceptions of psychological contract breach and fulfillment fluctuate over time: Exploring temporal changes in obligated and delivered inducements.

Ideological psychological contracts (PC) describe perceived obligations that relate to an organization’s mission, values, and principles, and they relate closely to employees’ self-concept. The ideological currency is prevalent across various professions and organizations. In this study, we argue that employees engage in corrective behavior (i.e., pro-social rule breaking; PSRB) in response to large discrepancies between obligated and delivered ideological inducements (i.e., ideological PC breach). We measure breach obligated and delivered ideological inducements separately to examine their different effects on PSRB. Based on prior theoretical models, we examine core self-evaluation (i.e., CSE) and include perceptions of ideological PC breach and fulfillment as antecedents of PSRB, as well as the role of CSE in the relationship between perceptions of ideological PC breach and fulfillment and PSRB. Our results suggest that PSRB negatively relates to both the breach and fulfillment continua, and delivered ideological inducements relates more strongly to PSRB than obligated ideological inducements. Moreover, CSE does not moderate the relationship between ideological PC breach and fulfillment and PSRB. These results further our understanding of how ideological PCs shape employees’ behavior. By examining the moderating role of CSE, we advance the PC literature by showing that ideological PC breach and fulfillment perceptions are better antecedents of PSRB than CSE.

The aim of this study is to examine the factor structure of the scale of Job Satisfaction Survey (JSS), and its divergent and convergent validity in Chinese population. Data were collected with JSS from 1073 urban employees in Liaoning. Four alternative models were tested with confirmatory factor analysis. The first two models are models validated in the US, while the third and fourth models are composed of five commonly used dimensions of job satisfaction taken from JSS. The research found a poor model fit for the first two models, suggesting a possible national difference between China and the US. However, model three and model four displayed a good model fit, suggesting that the five dimensions in JSS (satisfaction with nature of work, with supervision, with co-worker, with promotion, and with pay) are five distinct dimensions. The correlations between these five facet job satisfaction and PA and NA demonstrated convergent and divergent validity of the scales for these five dimensions of job satisfaction.

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