The effects of personality on job satisfaction and life satisfaction: A meta-analytic investigation accounting for bandwidth–fidelity and commensurability

Steel, Piers; Schmidt, Joseph A.; Bosco, Frank A.; Uggerslev, Krista L.

doi:10.1177/0018726718771465

Cited by 117 publications

(132 citation statements)

References 116 publications

(182 reference statements)

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“…Job satisfaction is a key factor in an employee's life, and thus job satisfaction is a stimulating topic to study [47]. Most academic research on this topic focuses on measuring and assessing job satisfaction [48][49][50][51][52][53][54][55]. When using the job elements comprehensive scoring method, scholars hold different views of the structure of job satisfaction.…”

Section: Employee Job Satisfaction-methodologymentioning

confidence: 99%

Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

Strenitzerová

Achimský

2019

Sustainability

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The labor market situation in the postal and logistics sector has led to sustainable human resource management becoming increasingly important at the strategic level of each postal operator. This study proposes a new perspective of employee satisfaction assessment that not only quantifies total satisfaction but identifies job attributes and socio-demographic characteristics affecting employee satisfaction and loyalty as a key concern for sustainable human resource management. Findings of 1775 survey questionnaires of employees in Slovak Postal enterprise revealed that employee satisfaction is on average. The greatest dissatisfaction was related to the financial reward of employees and the employer’s lack of interest in the views and attitudes of employees. The use of regression and correlation analysis pointed to the fact that not only their satisfaction, but also the situation on the labor market in the region, the age of the employee, the job position and the length of employment have a strong influence on employee loyalty.

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Section: Employee Job Satisfaction-methodologymentioning

confidence: 99%

Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

Strenitzerová

Achimský

2019

Sustainability

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“…Several researchers have also considered the role of narrow traits of the Big Five in predicting well-being. Some of this research has focused on life satisfaction (Schimmack et al, 2004;Steel et al, 2019), SWB (Marrero Quevedo & Carballeira Abella, 2011;Steel et al, 2008), or both SWB andPWB (Anglim &Grant, 2016;Marrero, Rey, & Hernández-Cabrera, 2016;Sun et al, 2018). Such research has often highlighted facets such as depression and positive emotions as important predictors, which in turn has highlighted how construct overlap may be relevant.…”

Section: Beyond Domains: How Well Do Narrow Traits Predict Well-being?mentioning

confidence: 99%

“…Second, a search for well-being related terms was performed on the more than 600 HEXACO-related references listed on http://hexaco.org/references. Third, references from key meta-analyses on personality and well-being were included (i.e., DeNeve & Cooper, 1998;Heller, Watson, & Ilies, 2004;Lucas & Fujita, 2000;Steel et al, 2019;Steel et al, 2008).…”

Section: Meta-analysismentioning

confidence: 99%

Predicting Psychological and Subjective Well-Being from Personality: A Meta-Analysis

Anglim¹,

Horwood²,

Smillie³

et al. 2019

Preprint

133

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This study reports the most comprehensive assessment to date of the relations that the domains and facets of Big Five and HEXACO personality have with self-reported subjective wellbeing (SWB: life satisfaction, positive affect, and negative affect) and psychological well-being (PWB: positive relations, autonomy, environmental mastery, purpose in life, self-acceptance, and personal growth). It presents a meta-analysis (n = 334,567, k = 462) of the correlations of Big Five and HEXACO personality domains with the dimensions of SWB and PWB. It provides the first meta-analysis of personality and well-being to examine (a) HEXACO personality, (b) PWB dimensions, and (c) a broad range of established Big Five measures. It also provides the first robust synthesis of facet-level correlations and incremental prediction by facets over domains in relation to SWB and PWB using four large datasets comprising data from prominent, long-form hierarchical personality frameworks: NEO PI-R (n = 1,673), IPIP-NEO (n = 903), HEXACO PI-R (n = 465), and Big Five Aspect Scales (n = 706). Meta-analytic results highlighted the importance of Big Five neuroticism, extraversion, and conscientiousness. The pattern of correlations between Big Five personality and SWB was similar across personality measures (e.g., BFI, NEO, IPIP, BFAS, Adjectives). In the HEXACO model, extraversion was the strongest wellbeing correlate. Facet-level analyses provided a richer description of the relationship between personality and well-being, and clarified differences between the two trait frameworks. Prediction by facets was typically around 20% better than domains, and this incremental prediction was larger for some well-being dimensions than others.

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“…It is also a fact that Romanians spend most of their time at work in comparison with other European citizens [13]. Consequently, it is important to pay attention to job satisfaction since it is also a part of life satisfaction and of subjective well-being [14]. A recent study starting from 18,247 responses of people from the Romanian business, engineering and pharmaceutical sectors [15], focused on the 100 most desirable employers from 2019, revealed interesting facts relating to job satisfaction.…”

Section: Introductionmentioning

confidence: 99%

Exploring the Patterns of Job Satisfaction for Individuals Aged 50 and over from Three Historical Regions of Romania. An Inductive Approach with Respect to Triangulation, Cross-Validation and Support for Replication of Results

Homocianu

Plopeanu²,

Florea³

et al. 2020

Applied Sciences

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In this paper, we explore the determinants of being satisfied with a job, starting from a SHARE-ERIC dataset (Wave 7), including responses collected from Romania. To explore and discover reliable predictors in this large amount of data, mostly because of the staggeringly high number of dimensions, we considered the triangulation principle in science by using many different approaches, techniques and applications to study such a complex phenomenon. For merging the data, cleaning it and doing further derivations, we comparatively used many methods based on spreadsheets and their easy-to-use functions, custom filters and auto-fill options, DAX and Open Refine expressions, traditional SQL queries and also powerful 1:1 merge statements in Stata. For data mining, we used in three consecutive rounds: Microsoft SQL Server Analysis Services and SQL DMX queries on models built involving both decision trees and naive Bayes algorithms applied on raw and memory consuming text data, three LASSO variable selection techniques in Stata on recoded variables followed by logistic and Poisson regressions with average marginal effects and generation of corresponding prediction nomograms operating directly in probabilistic terms, and finally the WEKA tool for an additional validation. We obtained three Romanian regional models with an excellent accuracy of classification (AUROC > 0.9) and found several peculiarities in them. More, we discovered that a good atmosphere in the workplace and receiving recognition as deserved for work done are the top two most reliable predictors (dual-core) of career satisfaction, confirmed in this order of importance by many robustness checks. This type of meritocratic recognition has a more powerful influence on job satisfaction for male respondents rather than female ones and for married individuals rather unmarried ones. When testing the dual-core on respondents aged 50 and over from most of the European countries (more than 75,000 observations), the positive surprise was that it undoubtedly resisted, confirming most of our hypotheses and also the working principles of support for replication of results, triangulation and the golden rule of robustness using cross-validation.

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The effects of personality on job satisfaction and life satisfaction: A meta-analytic investigation accounting for bandwidth–fidelity and commensurability

Cited by 117 publications

References 116 publications

Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

Employee Satisfaction and Loyalty as a Part of Sustainable Human Resource Management in Postal Sector

Predicting Psychological and Subjective Well-Being from Personality: A Meta-Analysis

Exploring the Patterns of Job Satisfaction for Individuals Aged 50 and over from Three Historical Regions of Romania. An Inductive Approach with Respect to Triangulation, Cross-Validation and Support for Replication of Results

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