Personality and job satisfaction: The mediating role of job characteristics.

Abstract

This study tested a model of the relationship between core self-evaluations, intrinsic job characteristics, and job satisfaction. Core self-evaluations was assumed to be a broad personality concept manifested in 4 specific traits: self-esteem, generalized self-efficacy, locus of control, and low neuroticism. The model hypothesized that both subjective (perceived) job characteristics and job complexity mediate the relationship between core self-evaluations and job satisfaction. Two studies were conducted to test the model. Results from Study 1 supported the hypothesized model but also suggested that alternative models fit the data well. Results from Study 2 revealed that core self-evaluations measured in childhood and in early adulthood were linked to job satisfaction measured in middle adulthood. Furthermore, in Study 2 job complexity mediated part of the relationship between both assessments of core self-evaluations and job satisfaction.

Complex Relationships Among Personality Traits, Job Characteristics, and Work Behaviors

“…However, their results suggest that there are reciprocal effects between job satisfaction and well-being. Finally, Judge et al (2000) found that 'core self-evaluations', i.e. a composite measure of self-esteem, generalized self-efficacy, locus of control and neuroticism, were related to job satisfaction.…”

“…For example, Connolly and Viswesvaran's (2000) meta-analysis showed that positive affectivity, negative affectivity, and affective disposition are related to job satisfaction. At this point, it should be noted that the affective dispositions of negative and positive affectivity can be best compared to neuroticism and extraversion, respectively (Judge, Bono, and Locke, 2000;Watson and Clark, 1997). Staw, Bell, and Clausen (1986) reanalyzed several longitudinal studies and showed that, over a time span of nearly fifty years, job satisfaction was related to an affective dimension which was described by such terms as cheerful, warm, and satisfied with self.…”

Effectiveness of organizational efforts to lower turnover intentions: The moderating role of employee locus of control

“…Regarding job significance, internals are frequently cited as being more proactive than externals in seeking work tasks that have desirable attributes (cf. Judge, Bono, & Locke, 2000), such as tasks that have higher motivating potential. Similarly, some research has examined LOC as a moderator in the task experience-work outcome relationship (e.g., Lonergan & Maher, 2000).…”

“…Thus, we predict that internals, compared to externals, should be more likely to react positively when information sharing in organizations is high. With respect to job significance, internals should be more likely than externals to value positive work attributes because internals often strive for positive task experiences that align with their orientation toward exerting more control and having a greater impact in organizations (Judge et al, 2000;Spector, 1982).…”

Validation Evidence for the Work Domain Satisfaction Scale in Two Languages

“…Previous research found this instrument had good reliability in previous studies with average internal consistency ranging from .82 to .86 (Bono & Judge, 2003;Judge, Bono, & Locke, 2000).…”