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Watrin L, Weihrauch L, Wilhelm O. The criterion‐related validity of conscientiousness in personnel selection: A meta‐analytic reality check. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2022. [DOI: 10.1111/ijsa.12413] [Citation(s) in RCA: 0] [Impact Index Per Article: 0] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 12/31/2022]
Affiliation(s)
- Luc Watrin
- Department of Individual Differences and Psychological Assessment, Institute of Psychology and Education Ulm University Ulm Germany
| | - Lucas Weihrauch
- Department of Individual Differences and Psychological Assessment, Institute of Psychology and Education Ulm University Ulm Germany
| | - Oliver Wilhelm
- Department of Individual Differences and Psychological Assessment, Institute of Psychology and Education Ulm University Ulm Germany
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Venkatesh V, Goyal S. Impact of an Enterprise System Implementation on Job Outcomes: Challenging the Linearity Assumption. J MANAGE INFORM SYST 2022. [DOI: 10.1080/07421222.2021.2023405] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
Affiliation(s)
- Viswanath Venkatesh
- Business Information Technology, Pamplin College of Business, Virginia Tech, Blacksburg, VA, USA
| | - Sandeep Goyal
- Information Systems Analytics and Operations, College of Business, University of Louisville, Louisville, KY, USA
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Digutsch J, Diestel S. How achievement motive enactment shapes daily flow experience and work engagement: The interplay of personality systems. MOTIVATION AND EMOTION 2021; 45:557-573. [PMID: 34127871 PMCID: PMC8188950 DOI: 10.1007/s11031-021-09894-2] [Citation(s) in RCA: 1] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Abstract] [Key Words] [Grants] [Track Full Text] [Download PDF] [Figures] [Journal Information] [Subscribe] [Scholar Register] [Accepted: 05/26/2021] [Indexed: 11/17/2022]
Abstract
In the present study, we examined how different forms of achievement motive interact to predict daily flow experience and work engagement. In particular, we conducted two diary studies to examine the main and interaction effects of motive enactment via extension memory (a macrosystem that enables holistic and experience-based information processing) and via the object recognition system (an alert-oriented macrosystem). In study 1, in line with personality systems interaction (PSI) theory, we found that motive enactment via extension memory fosters both day-specific flow and work engagement, whereas the conjunction of both forms of motive enactment has beneficial effects on flow and work engagement (two-way interaction). In study 2, we found that role clarity moderates the interaction of the two forms of enactment, indicating that the two-way interaction occurs when role clarity is low. Our results imply that the interplay of different dispositional forms of achievement motive enactment shapes how employees experience flow and engagement.
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Affiliation(s)
- Jan Digutsch
- Flexible Control of Behaviour, Leibniz Research Centre for Working Environment and Human Factors at the Technical University Dortmund, Ardeystr. 67, 44139 Dortmund, Germany
| | - Stefan Diestel
- Schumpeter School of Business and Economics, Faculty of Economy, University of Wuppertal, Wuppertal, Germany
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Rubenstein AL, Zhang Y, Ma K, Morrison HM, Jorgensen DF. Trait expression through perceived job characteristics: A meta-analytic path model linking personality and job attitudes. JOURNAL OF VOCATIONAL BEHAVIOR 2019. [DOI: 10.1016/j.jvb.2019.02.002] [Citation(s) in RCA: 12] [Impact Index Per Article: 2.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 02/07/2023]
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Sawalha N, Kathawala Y, Magableh I. Educator organizational citizenship behavior and job satisfaction moderation in the GCC expatriate-dominated market. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2019. [DOI: 10.1108/ijoa-09-2017-1247] [Citation(s) in RCA: 5] [Impact Index Per Article: 1.0] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
PurposeThis paper aims to explore the relationship between job characteristics (JC) and organizational citizenship behavior (OCB) moderated by job satisfaction (JS) among educators in the higher education institutions in the countries of the Gulf Cooperation Council (GCC), including Saudi Arabia, Kuwait, Bahrain, Qatar, United Arab Emirates and Oman, taking into consideration that most educators at the higher education institutions in this area are expatriates.Design/methodology/approachA sample of 157 faculty members and instructors was used. Five job characteristics (skill variety, task identity, task significance, autonomy and feedback) and five OCB behaviors (altruism, civic virtue, courtesy, conscientiousness, and sportsmanship) were studied. The overall job satisfaction was measured with seven general items adopted from Al-Damour and Awamleh (2002). Data were collected voluntarily using social media network announcements and pencil and paper. Structural equation modeling (SEM) analysis was used in testing this moderation relationship.FindingsResults showed that job satisfaction plays a significant moderating effect in enhancing the relationship between four out of the five job characteristics (feedback, skill variety, task identity and autonomy) and only two out of five OCB behaviors, namely, altruism and courtesy. Also, culture showed no significant impact on results.Research limitations/implicationsUsing a self-reporting tool, the respondents could give biased responses that might influence results. In addition, the use a complex relationship to establish a causality relationship among many variables measured with many items did make it difficult and sometimes errored out using SEM analysis.Practical implicationsThis study delivers important suggestions to the management of these institutions as well as higher education administration about how to enhance their educators’ OCBs as a source of competitive advantage taking into consideration that expatriates work within certain legal and social contexts.Originality/valueWith very limited related research covering this region, this study provides an insight into how educators’ OCBs can be enhanced within unique employment structures and policies designed for expatriate educators in the GCC countries.
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Takase M, Yamamoto M, Sato Y. Effects of nurses’ personality traits and their environmental characteristics on their workplace learning and nursing competence. Jpn J Nurs Sci 2017; 15:167-180. [DOI: 10.1111/jjns.12180] [Citation(s) in RCA: 13] [Impact Index Per Article: 1.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Received: 10/23/2016] [Revised: 05/10/2017] [Accepted: 05/15/2017] [Indexed: 11/29/2022]
Affiliation(s)
- Miyuki Takase
- School of Nursing; Yasuda Women's University; Hiroshima Japan
| | - Masako Yamamoto
- Department of Nursing; Hiroshima University Hospital; Hiroshima Japan
| | - Yoko Sato
- Department of Nursing; Hiroshima University Hospital; Hiroshima Japan
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Farrukh M, Ying CW, Mansori S. Organizational commitment: an empirical analysis of personality traits. JOURNAL OF WORK-APPLIED MANAGEMENT 2017. [DOI: 10.1108/jwam-12-2016-0026] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The purpose of this paper is to investigate the impact of five-factor model of personality on organizational commitment in the higher educational institutes of Pakistan.
Design/methodology/approach
Quantitative methodology was adopted to measure the impact of personality on organizational commitment. A structured questionnaire was e-mailed to the faculty members of the social science department of higher education institutes. SmartPLS software was used to run the structural equation modeling technique.
Findings
The findings showed that extroversion, agreeableness, and conscientiousness are positively linked to affective commitment (AC), and neuroticism and openness has negative association with AC. Furthermore, extroversion and agreeableness were found to be negatively linked to continuance commitment. A negative link between neuroticism and continuance commitment while no relationship between conscientiousness, openness, and continuance commitment was found.
Research limitations/implications
Results have several implications for the personality and commitment literature. First, study provided comprehensive empirical evidence regarding the dispositional basis of organizational commitment notably; the authors found that the Big Five personality traits as a whole are significantly associated with organizational commitment. Second, the current findings underscore the role of agreeableness in shaping organizational commitment. Agreeableness was the strongest predictor of both AC and continuance commitment. Agreeableness may be especially relevant for predicting employee outcomes that are reliant on strong interpersonal or social exchange relationships. As such outcomes are becoming more and more critical in employee, group, and organizational effectiveness.
Originality/value
In general, findings show that Big Five traits play an important role in understanding employee commitment to the organization. Consistent with previous studies on personality traits in the workplace, practitioners will benefit from considering all of the Big Five traits in their selection systems.
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Moderation effects of perceived organisational support on curvilinear relationship between neuroticism and job performance. PERSONALITY AND INDIVIDUAL DIFFERENCES 2017. [DOI: 10.1016/j.paid.2016.09.030] [Citation(s) in RCA: 15] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 11/13/2022]
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Oldham GR, Fried Y. Job design research and theory: Past, present and future. ORGANIZATIONAL BEHAVIOR AND HUMAN DECISION PROCESSES 2016. [DOI: 10.1016/j.obhdp.2016.05.002] [Citation(s) in RCA: 86] [Impact Index Per Article: 10.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/21/2022]
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Johari J, Yahya KK. Job characteristics, work involvement, and job performance of public servants. EUROPEAN JOURNAL OF TRAINING AND DEVELOPMENT 2016. [DOI: 10.1108/ejtd-07-2015-0051] [Citation(s) in RCA: 18] [Impact Index Per Article: 2.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
The primary purpose of this study is to assess the predicting role of job characteristics on job performance. Dimensions in the job characteristics construct are skill variety, task identity, task significance, autonomy and feedback. Further, work involvement is tested as a mediator in the hypothesized link.
Design/methodology/approach
A total of 256 public servants reported on their job characteristics and work involvement while supervisory ratings were used to assess their level of job performance. SPSS version 14 and AMOS 16 were used for statistical analyses of the data. A hypothesized structural equation model was tested to examine both direct and indirect influence of job characteristics on job performance.
Findings
The findings revealed that task significance and feedback significantly influence job performance and the relationships are mediated by work involvement. Skill variety, however, has a significant and direct influence on public servants’ job performance.
Research limitations/implications
The research results have provided support for the key theoretical propositions. Specifically, this study has managed to substantiate some empirical evidences in partial support of the job characteristics theory.
Practical implications
As for practical implication, the significant and positive impact of skill variety, task significance and feedback on job performance suggests the importance of these job characteristics dimensions in promoting high level of job performance among public servants.
Originality/value
This study aims to provide additional empirical evidence in support of the job characteristics theory. The theoretical framework of this study managed to substantiate empirical evidence in partial support of the job characteristics theory.
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Pundt LM, Wöhrmann AM, Deller J, Shultz KS. Differential predictors of post-retirement life and work satisfaction. JOURNAL OF MANAGERIAL PSYCHOLOGY 2015. [DOI: 10.1108/jmp-08-2012-0250] [Citation(s) in RCA: 23] [Impact Index Per Article: 2.6] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– The purpose of this paper is to examine the relationship of personal motivational goals and the corresponding occupational characteristics of volunteer, work-related activities in retirement with life and work satisfaction.
Design/methodology/approach
– Fully retired individuals working for a non-profit organization in their former professional career field on a non-paid basis were surveyed using an online survey (n=661) to assess their motivational goals, the occupational characteristics of their projects, and satisfaction with life and work.
Findings
– Results suggested that post-retirement volunteer workers differentiated between perceived life and work satisfaction. The motives of achievement, appreciation, autonomy, contact, and generativity significantly directly affected life satisfaction and indirectly affected work satisfaction. Occupational characteristics assessing achievement, appreciation, autonomy, contact, and generativity had direct effects on work satisfaction but not on life satisfaction except for occupational autonomy.
Research limitations/implications
– The study was cross-sectional and based on self-report data of highly educated German retirees working in volunteer professional positions, thus potentially limiting the generalizability of findings.
Practical implications
– Organizations should enable post-retirement volunteer workers to meet their motivation goals by designing work opportunities to fulfill the motivational goals of achievement, appreciation, autonomy, contact, and generativity.
Social implications
– Post-retirement activities possess the potential to help solve societal problems by countering the shortage of specialists and managers at the same time that the burden on social security systems is reduced.
Originality/value
– The paper presents evidence that different personal motivational goals and occupational characteristics are important in post-retirement activities. The findings imply that work designs created for post-retirement activities should provide a variety of occupational characteristics, such as occupational achievement and appreciation.
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Uppal N. Moderation Effects of Job Characteristics on the Relationship Between Neuroticism and Job Performance. INTERNATIONAL JOURNAL OF SELECTION AND ASSESSMENT 2014. [DOI: 10.1111/ijsa.12087] [Citation(s) in RCA: 5] [Impact Index Per Article: 0.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/27/2022]
Affiliation(s)
- Nishant Uppal
- Indian Institute of Management; Lucknow Prabandh Nagar; Off Sitapur Road Lucknow Uttar Pradesh 226013 India
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Professional training in the workplace: the role of achievement motivation and locus of control. SPANISH JOURNAL OF PSYCHOLOGY 2014; 16:E35. [PMID: 23866230 DOI: 10.1017/sjp.2013.19] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/05/2022]
Abstract
The core objective of the present work is to explore the reasons why workers from different employment sectors join training courses to improve their job. To this end we assessed achievement motivation, locus of control and professional qualifications according to the participants' employment sector. The final sample consisted of 1460 active Spanish workers from four different employment sectors: services, catering, metal construction, and others. Of the sample, 40.1% were male and 59.9% female, with a mean age of 33.3 years (SD = 9.7). The results show that the new scale developed to assess achievement motivation, locus of control and workers' qualifications presents adequate psychometric characteristics. Statistically significant differences were found in relation to employment sector. The areas studied showed satisfactory levels of workers' effort and achievement motivation to perform their jobs, though their attitudes toward the training courses as a basis for improving their employability are varied. Workers in the catering sector had higher levels of external attribution and the lowest interest in training. Those in the service sector had higher levels of achievement motivation and effort at work. Future research should develop a joint program covering the public and private sectors for the modification of these beliefs, attitudes and attributions.
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Jalonen N, Kinnunen ML, Pulkkinen L, Kokko K. Job skill discretion and emotion control strategies as antecedents of recovery from work. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2014. [DOI: 10.1080/1359432x.2014.914923] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
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Yang CL, Hwang M. Personality traits and simultaneous reciprocal influences between job performance and job satisfaction. CHINESE MANAGEMENT STUDIES 2014. [DOI: 10.1108/cms-09-2011-0079] [Citation(s) in RCA: 43] [Impact Index Per Article: 4.3] [Reference Citation Analysis] [Abstract] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
Abstract
Purpose
– This paper aims to test the relationships among three important variables in the management of Chinese employees: personality trait, job performance and job satisfaction. A causal model is developed to hypothesize how personality trait affects job performance and satisfaction and how job performance and satisfaction simultaneously affect each other.
Design/methodology/approach
– The survey was conducted from October to November 2009. In total, 414 questionnaires were distributed and 392 were returned. Using data collected, the theoretical model is empirically validated. Structural equation modelling using LISREL 8.8 is used to test the causal model.
Findings
– Job performance and job satisfaction have a bilateral relationship that is simultaneously influential. All Big Five personality traits significantly influence job performance, with agreeableness showing the greatest effect, followed by extraversion. Extraversion is the only personality trait that shows a significant influence over job satisfaction.
Originality/value
– This study contributes to the literature by clarifying the inconsistent findings of causal relationship between job performance and job satisfaction in previous studies. Another contribution is testing the effect of personality traits on job performance and job satisfaction in a simultaneous reciprocal model. A hybrid theory of expectance and equity is advanced in this study to explain the results.
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Opie TJ, Henn CM. Work-family conflict and work engagement among mothers: Conscientiousness and neuroticism as moderators. SA JOURNAL OF INDUSTRIAL PSYCHOLOGY 2013. [DOI: 10.4102/sajip.v39i1.1082] [Citation(s) in RCA: 19] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/01/2022] Open
Abstract
Orientation: The study investigates factors that impact work-family conflict and work engagement among working mothers.Research purpose: The job demand-resources model is utilised to investigate the moderating role of conscientiousness and neuroticism on the relationship between work-family conflict and work engagement.Motivation for the study: Working mothers are challenged to establish a balance between work and family life. The resulting work-family conflict can negatively affect well-being. It is thus necessary to explore personal factors that relate to work-family conflict, particularly in the South African context.Research design, approach and method: A quantitative, cross-sectional survey design was used. The sample (N = 267) was comprised of working mothers from several organisations. Data was gathered using the work-to-family conflict questionnaire, the Basic Traits Inventory and the Utrecht Work Engagement Scale.Main findings: The results indicated that work-family conflict negatively predicts work engagement. Conscientiousness positively predicts work engagement, and neuroticism negatively predicts work engagement. A significant interaction effect was found for conscientiousness but not for neuroticism. The findings showed that for participants with high levels of conscientiousness, work engagement decreases significantly more with an increase in work-family conflict than for participants with low levels of conscientiousness.Practical/Managerial implications: Organisations should consider those individuals who have high levels of conscientiousness and low levels of neuroticism in the selection and placement of employees. In addition, organisations have a responsibility to provide conscientious women, particularly mothers, with adequate support to ensure that work-family conflict does not adversely impact their levels of work engagement.
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Caska CM, Renshaw KD. Personality traits as moderators of the associations between deployment experiences and PTSD symptoms in OEF/OIF service members. ANXIETY STRESS AND COPING 2013; 26:36-51. [DOI: 10.1080/10615806.2011.638053] [Citation(s) in RCA: 24] [Impact Index Per Article: 2.2] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 01/18/2023]
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O’Sullivan D, Strauser DR, Wong AW. Five-Factor Model of Personality, Work Behavior Self-Efficacy, and Length of Prior Employment for Individuals With Disabilities. REHABILITATION COUNSELING BULLETIN 2012. [DOI: 10.1177/0034355212437046] [Citation(s) in RCA: 9] [Impact Index Per Article: 0.8] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/15/2022]
Abstract
With the continued lower employment rate for persons with disabilities, researchers are focusing more on barriers to employment that reach beyond functional impairment. Personality and self-efficacy have consistently been important factors when considering employment outcomes for persons without disability; less is known about these factors as they relate to job tenure in samples of people with disabilities. A sample of 56 individuals eligible for vocational rehabilitation services was used to investigate the relationship among personality, work behavior efficacy, and length of prior employment. Results of this study revealed that work behavior efficacy and personality are related to length of prior employment. Personality was found to account for a significant amount of variance in work behavior efficacy, and personality was a stronger predictor of length of prior employment over work behavior efficacy. Specifically, the personality trait openness significantly contributed to length of prior employment, and openness and neuroticism significantly contributed to length of prior employment among persons with low education. A discussion of the dynamic nature of personality as it relates to persons with disabilities and employment is included.
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LI ANDREW, BAGGER JESSICA. Linking Procedural Justice to Turnover Intentions: A Longitudinal Study of the Mediating Effects of Perceived Job Characteristics. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2011. [DOI: 10.1111/j.1559-1816.2011.00797.x] [Citation(s) in RCA: 16] [Impact Index Per Article: 1.2] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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CHRISTIAN MICHAELS, GARZA ADELAS, SLAUGHTER JERELE. WORK ENGAGEMENT: A QUANTITATIVE REVIEW AND TEST OF ITS RELATIONS WITH TASK AND CONTEXTUAL PERFORMANCE. PERSONNEL PSYCHOLOGY 2011. [DOI: 10.1111/j.1744-6570.2010.01203.x] [Citation(s) in RCA: 1319] [Impact Index Per Article: 101.5] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/30/2022]
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Abstract
BACKGROUND Chinese healthcare institutions have undergone constant changes in recent years. A large number of research studies conducted on work-related factors revealed that nurses in China experienced a low level of job satisfaction and a high level of turnover intention. Empowerment is one of the most important concepts in nursing and is most relevant to the study of nursing professionals' job-related outcomes. AIM The aim of this study was to test the Job Characteristics Model and the mediating role of structural empowerment on the relationships between the job characteristics and work-related outcomes among clinical nurses from central China. METHODS Three self-reported questionnaires were administered to a sample of 238 clinical nurses from two hospitals in central China. The results were analyzed using descriptive statistics, Pearson's correlation analysis and multiple linear regressions. FINDINGS Correlations were significant between job characteristics and job-related outcomes, and the estimated model on the effect of empowerment reduced the unique contribution of job characteristics on internal work motivation (from 17.2% to 13.0%) and general job satisfaction (from 13.4% to 10.1%), and eliminated the unique contribution of job characteristics on growth satisfaction (from 18.4% to 0%). CONCLUSIONS The results supported the Job Characteristics Model in a nursing sample and empowerment mediated the impact of job characteristics on internal work motivation and general job satisfaction partially and on growth satisfaction completely.
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Affiliation(s)
- C F Cai
- Hope School of Nursing, Wuhan University Professor, Wuhan, China
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Noefer K, Stegmaier R, Molter B, Sonntag K. A Great Many Things to Do and Not a Minute to Spare: Can Feedback From Supervisors Moderate the Relationship Between Skill Variety, Time Pressure, and Employees' Innovative Behavior? CREATIVITY RESEARCH JOURNAL 2009. [DOI: 10.1080/10400410903297964] [Citation(s) in RCA: 31] [Impact Index Per Article: 2.1] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/20/2022]
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Salter CR, Green M, Ree M, Carmody-Bubb M, Duncan PA. A study of follower's personality, implicit leadership perceptions, and leadership ratings. JOURNAL OF LEADERSHIP STUDIES 2009. [DOI: 10.1002/jls.20080] [Citation(s) in RCA: 4] [Impact Index Per Article: 0.3] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/07/2022]
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Ng TWH, Sorensen KL, Yim FHK. Does the Job Satisfaction—Job Performance Relationship Vary Across Cultures? JOURNAL OF CROSS-CULTURAL PSYCHOLOGY 2009. [DOI: 10.1177/0022022109339208] [Citation(s) in RCA: 52] [Impact Index Per Article: 3.5] [Reference Citation Analysis] [Abstract] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/16/2022]
Abstract
The purpose of this study is to examine whether culture moderates the relationship between job satisfaction and job performance. Multiple theoretical frameworks regarding culture are used as the theoretical guide. Based on meta-analytical moderator tests, the authors find some support for their hypotheses that the effect size for the job satisfaction—job performance relationship is likely to be stronger in individualistic (vs. collectivistic) cultures, in low-power-distance (vs. high-power-distance) cultures, in low-uncertainty-avoidance (vs. high-uncertainty-avoidance) cultures, and in masculine (vs. feminine) cultures. They also observe stronger evidence of these effects for task performance than for contextual performance. Implications for theory, practice, and future research are discussed.
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Lawrence S, Jordan P. Testing an explicit and implicit measure of motivation. INTERNATIONAL JOURNAL OF ORGANIZATIONAL ANALYSIS 2009. [DOI: 10.1108/19348830910948959] [Citation(s) in RCA: 14] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 11/17/2022]
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Sparr JL, Sonnentag S. Feedback environment and well-being at work: The mediating role of personal control and feelings of helplessness. EUROPEAN JOURNAL OF WORK AND ORGANIZATIONAL PSYCHOLOGY 2008. [DOI: 10.1080/13594320802077146] [Citation(s) in RCA: 27] [Impact Index Per Article: 1.7] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 10/22/2022]
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ZIMMERMAN RYAND. UNDERSTANDING THE IMPACT OF PERSONALITY TRAITS ON INDIVIDUALS' TURNOVER DECISIONS: A META-ANALYTIC PATH MODEL. PERSONNEL PSYCHOLOGY 2008. [DOI: 10.1111/j.1744-6570.2008.00115.x] [Citation(s) in RCA: 269] [Impact Index Per Article: 16.8] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Singh M, Woods SA. Predicting General Well-Being From Emotional Intelligence and Three Broad Personality Traits. JOURNAL OF APPLIED SOCIAL PSYCHOLOGY 2008. [DOI: 10.1111/j.1559-1816.2007.00320.x] [Citation(s) in RCA: 23] [Impact Index Per Article: 1.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/29/2022]
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Cieslak R, Knoll N, Luszczynska A. Reciprocal relations among job demands, job control, and social support are moderated by neuroticism: A cross-lagged analysis. JOURNAL OF VOCATIONAL BEHAVIOR 2007. [DOI: 10.1016/j.jvb.2007.03.001] [Citation(s) in RCA: 15] [Impact Index Per Article: 0.9] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/28/2022]
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Judge TA, Jackson CL, Shaw JC, Scott BA, Rich BL. Self-efficacy and work-related performance: The integral role of individual differences. JOURNAL OF APPLIED PSYCHOLOGY 2007; 92:107-27. [PMID: 17227155 DOI: 10.1037/0021-9010.92.1.107] [Citation(s) in RCA: 226] [Impact Index Per Article: 13.3] [Reference Citation Analysis] [Abstract] [MESH Headings] [Track Full Text] [Journal Information] [Subscribe] [Scholar Register] [Indexed: 11/08/2022] Open
Abstract
The present study estimated the unique contribution of self-efficacy to work-related performance controlling for personality (the Big 5 traits), intelligence or general mental ability, and job or task experience. Results, based on a meta-analysis of the relevant literatures, revealed that overall, across all studies and moderator conditions, the contribution of self-efficacy relative to purportedly more distal variables is relatively small. Within moderator categories, there were several cases in which self-efficacy made unique contributions to work-related performance. For example, self-efficacy predicted performance in jobs or tasks of low complexity but not those of medium or high complexity, and self-efficacy predicted performance for task but not job performance. Overall, results suggest that the predictive validity of self-efficacy is attenuated in the presence of individual differences, though this attenuation does depend on the context.
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Affiliation(s)
- Timothy A Judge
- Department of Management, Warrington College of Business, University of Florida, Gainesville, FL 32611-7165, USA.
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van den Berg PT, Pitariu H. The relationships between personality and well-being during societal change. PERSONALITY AND INDIVIDUAL DIFFERENCES 2005. [DOI: 10.1016/j.paid.2005.01.007] [Citation(s) in RCA: 7] [Impact Index Per Article: 0.4] [Reference Citation Analysis] [Track Full Text] [Journal Information] [Submit a Manuscript] [Subscribe] [Scholar Register] [Indexed: 10/25/2022]
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Taris R, Feij JA, van Vianen AE. Met expectations and supplies–values fit of Dutch young adults as determinants of work outcomes. INTERNATIONAL JOURNAL OF HUMAN RESOURCE MANAGEMENT 2005. [DOI: 10.1080/0958519042000339552] [Citation(s) in RCA: 14] [Impact Index Per Article: 0.7] [Reference Citation Analysis] [Track Full Text] [Subscribe] [Scholar Register] [Indexed: 10/18/2022]
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