Structural features of the self-concept and adjustment.

Campbell, Jennifer D.; Assanand, Sunaina; Paula, Adam Di

doi:10.1037/10357-003

Cited by 29 publications

(37 citation statements)

References 43 publications

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“…Since self-esteem is the evaluative component of the self-concept (Campbell et al 2000;Campbell et al 1996), fit will be achieved when task performance and consequences enable the individual to view self in a manner consistent with the evaluation of self that comprises the self-concept.…”

Section: Relationship Between Sc-j Fit and Meaningful Workmentioning

confidence: 99%

The Relationship Between Employee Fit Perceptions, Job Performance, and Retention: Implications of Perceived Fit

Scroggins

2008

Employ Respons Rights J

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Meaningful work has become an increasingly important job outcome for individuals in recent years. Studies indicate that many employees lack experienced meaningfulness in their work and that organizations have not done a good job at creating meaningful and emotionally satisfying work experiences for employees. A person-job fit approach to meaningful work and employee retention is described that consists of matching individual self-concept with job tasks and behaviors. It is proposed that this self-conceptjob fit will be strongly related to meaningful work. It is also proposed that meaningful work is related to important outcome variables valued by organizations, such as increased worker performance and employee retention. Path analysis supports the proposed relationships. Implications for human resource management activities and future research are discussed.Key words employee fit perceptions . job performance . retention Work is of central significance to the lives of most people. For much of life, work is the activity that requires most of our time and effort and to some degree helps us focus and anchor our lives. Recently, an increasing number of individuals have begun to reevaluate their lives, work, and the organization in which they are employed. As a result, attitudes toward work have shifted. Individuals are searching for qualitatively different outcomes from work as compared to past generations (May 1998;Offermann and Gowing 1990). People want jobs that have significance and provide them with a sense of internal satisfaction and meaning as well as external rewards (Caudron 1997).A recent study (Towers Perrin 2003) finds that meaningful work experiences are critical to employee engagement, performance, and turnover. The study concluded that employee engagement rests upon a foundation of meaningful work experiences and that organizations have not been very successful in inspiring employees and providing them with factors necessary for meaningful and emotionally rich work experiences. Of the 40,000 subjects included in the study, only 17% were found to be highly engaged in their job and Employ Respons Rights J (

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Section: Relationship Between Sc-j Fit and Meaningful Workmentioning

confidence: 99%

The Relationship Between Employee Fit Perceptions, Job Performance, and Retention: Implications of Perceived Fit

Scroggins

2008

Employ Respons Rights J

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“…To examine this construct, these researchers have developed a measure of SCD in which individuals describe the personality traits they possess across a variety of important social roles. Although similar in some respects to Linville’s (1985) self-complexity measure described in Study 2, an important difference in the two measures is that Linville’s procedure asks respondents to spontaneously generate self-aspects of any of a variety of types, whereas Donahue and colleagues’ (1993) measure presents individuals with a particular context in which to describe themselves and calculates the overlap in self-descriptions across these contexts (see Campbell, Assanand, & Di Paula, 2000, and Lutz & Ross, 2003, for a more detailed discussion of differences in these two measures of self-structure). Thus, measurement of SCD is particularly suitable for examining self-concept consistency.…”

Section: Study 3: Scdmentioning

confidence: 99%

Representations of the self in the near and distant future.

Wakslak¹,

Nussbaum²,

Liberman³

et al. 2008

Journal of Personality and Social Psychology

180

146

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Seven studies provide evidence that representations of the self at a distant-future time point are more abstract and structured than are representations of the self at a near-future time point and that distant-future behaviors are more strongly related to general self-conceptions. Distant-future self-representations incorporate broader, more superordinate identities than do near-future self-representations (Study 1) and are characterized by less complexity (Study 2), more cross-situational consistency (Study 3), and a greater degree of schematicity (Study 4). Furthermore, people’s behavioral predictions of their distant-future (vs. near-future) behavior are more strongly related to their general self-characteristics (Study 5), distant-future behaviors are seen as more self-expressive (Study 6), and distant-future behaviors that do not match up with acknowledged self-characteristics are more strongly rejected as reflections of the self (Study 7). Implications for understanding both the nature of the self-concept and the way in which distance may influence a range of self-processes are discussed.

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“…This description of self would be based upon your selfconcept. Self-concept is often described as an organized collection of thoughts and beliefs about who we are as a person (Campbell et al 2000). When we start talking about self, we encounter lots of descriptive labels such as self-identity, self-concept, self-esteem, self-efficacy, self-awareness, and the list can go on and on.…”

Section: Self-identitymentioning

confidence: 99%

Group-Centered Prevention in Mental Health

Harpine¹

2015

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Structural features of the self-concept and adjustment.

Cited by 29 publications

References 43 publications

The Relationship Between Employee Fit Perceptions, Job Performance, and Retention: Implications of Perceived Fit

The Relationship Between Employee Fit Perceptions, Job Performance, and Retention: Implications of Perceived Fit

Representations of the self in the near and distant future.

Group-Centered Prevention in Mental Health

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