Moderating influence of self-esteem on relationships between job complexity, performance, and satisfaction.

Administered the Job Diagnostic Survey, the Tennessee Self-Concept Scale, and measures of job complexity, job performance, and sense of competence to 166 15–22 yr old 1st-, 2nd-, 3rd-, and 4th-yr electrical apprentices. The measures were readministered 20 mo later to 92 of the original 1st- and 2nd-yr Ss to investigate the moderating influence of employee self-esteem on relationships between organizational variables. Analysis showed that global self-esteem and sense of competence did not moderate relationships between (1) job satisfaction and job performance and (2) job complexity and job performance or job satisfaction. It is suggested that the moderating effect of self-esteem on relationships involving job satisfaction, performance, and complexity may have little practical consequence. (39 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Body image and marital satisfaction: Evidence for the mediating role of sexual frequency and sexual satisfaction.

How does women’s body image shape their interpersonal relationships? Based on recent theories of risk regulation and empirical evidence that sex is an emotionally risky behavior, we predicted that women’s body image would predict increased sexual frequency and thus increased sexual and marital satisfaction for both members of established relationships. The current study of 53 recently married couples provided results consistent with this prediction. Specifically, wives’ perceptions of their sexual attractiveness were positively associated with both wives’ and husbands’ marital satisfaction, controlling for wives’ body mass index (BMI) wives’ global self-esteem, wives’ neuroticism, and reports of whether or not the couple was trying to get pregnant, and both of these associations were mediated by increased sexual frequency and higher sexual satisfaction. Notably, wives’ perceptions of their sexual attractiveness accounted for 6% of the variance in husbands’ marital satisfaction and 19% of the variance in wives’ marital satisfaction that was unique from BMI and the other controls. Accordingly, marital interventions may greatly benefit by addressing women’s body esteem. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting absenteeism from prior absenteeism, attitudinal factors, and nonattitudinal factors.

Prior absenteeism, job attitudes, demographic variables, and personality variables were correlated in a longitudinal study with absence frequency for 174 employees (mean age 34 yrs) in a manufacturing plant. Measures included the Minnesota Satisfaction Questionnaire, Health Locus of Control (LOC) Scale, and Rosenberg Self-Esteem Scale. Multiple regression analysis showed, as hypothesized, that tenure, marital status (married), group cohesiveness, self-esteem, and an internal health LOC were negatively related to absenteeism and that sex (female) and prior absenteeism were positively related to absenteeism. Job satisfaction, job level, and age did not predict absenteeism. Hierarchical regression analyses revealed that prior absenteeism, group cohesiveness, and an internal health LOC accounted for unique variance in absenteeism. (28 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Body and sexual esteem as mediators of the physical disability-interpersonal competencies relation.

Objectives: To examine whether body and sexual esteem mediated the associations between sexual satisfaction, perceived disability severity, and social perceptions of the disability and interpersonal competencies. Research Method/Design: Web-based survey with 326 adults with a range of physical disabilities. Main Outcome Measures: Perceived interpersonal competence in initiating relationships and being assertive in negative situations. Results: For men, sexual satisfaction, social perceptions of the disability, and perceived severity of the disability significantly predicted competence with relationship initiation. Sexual satisfaction and social perceptions of the disability predicted competence with negative assertion. For women, social perceptions of the disability predicted both interpersonal competencies, and sexual satisfaction predicted competence with negative assertion. Aspects of body esteem mediated the relations between the predictor variables and the interpersonal competencies. Conclusions: Findings indicate the importance of perceived attractiveness to others in mediating the negative relations between impact of the disability and interpersonal competencies. Findings also suggest important gender differences in variables predictive of interpersonal competencies. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Body image, self-esteem, expectations, self-assessments, and actual success in a simulated job interview.

98 female undergraduates completed the Body Image Satisfaction Scale, Self-Cathexis Scale, Janis-Field-Eagly Self-Esteem Scale, and a job interview performance expectation scale prior to participating in a 15-min simulated job interview. After the job interviews, Ss rated their own performance. Two judges independently rated each S's performance by viewing videotapes of the job interviews. Expectations for job interview success were significantly related to both body satisfaction and self-esteem. Job interview self-ratings and the tendency to overrate or underestimate how well one actually performed were significantly related to self-esteem but not to body satisfaction. Body satisfaction was found to be subsumed by self-esteem in ability to predict interview expectations and self-assessments. Actual quality of interview performance was not related to either self-esteem or body attitudes. Discussion focuses on self-esteem consistency theory and implications for assisting applicants to assess more accurately their behavior in actual job interviews. (15 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Proactive personality in the context of job complexity.

This study examined the moderating influence of proactive personality (i.e., a disposition to initiate change in the environment) on the relationship between job complexity and demands–abilities fit (i.e., the extent to which a person's ability level matches the job demands), job satisfaction, and turnover intentions. It was found that for workers with a high proactive personality, moderate-to-high job complexity was positively associated with demands–abilities fit and job satisfaction; negatively with turnover intentions. Conversely, for workers with a low proactive personality, moderate-to-high job complexity was negatively associated with demands–abilities fit and job satisfaction; positively with turnover intentions. Many of the relationships were also curvilinear. This research supports the expansion of work design and job enrichment theories to include individual differences and a consideration of nonlinear relationships. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

The nonlinear effects of job complexity and autonomy on job satisfaction, turnover, and psychological well-being.

This study examines the interactive relationship between job complexity and job autonomy on job satisfaction, turnover intentions, and psychological well-being. It was hypothesized that the positive or motivating effects of job complexity are only realized when workers are given enough autonomy to effectively meet the challenges of complex jobs. Results show that not only do job complexity and job autonomy interact, but that the relationships to the outcome variables are curvilinear in form. Job complexity is shown to be both a motivator and a stressor when job autonomy is low. However, the most beneficial effects of job complexity occur when it is matched by a high level of job autonomy. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Work values and job satisfaction.

114 student airmen and 306 noncommissioned officers completed measures of job satisfaction and work values. Consistent relationships appeared between these 2 sets of variables. Evidence indicates that the job satisfaction variance controlled by work values is independent of that controlled by other variables. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Predicting life satisfaction among adults with spinal cord injuries.

Examined life satisfaction among 91 adults with spinal cord injury (SCI) through structured personal interviews that used the Center for Epidemiological Studies Depression Scale, Rosenberg's Self-Esteem Scale, the Life 3 Measure, and a number of items related to satisfaction with various life domains. Results suggest leisure satisfaction was the most significant predictor of life satisfaction, explaining 43% of the variance in the life satisfaction scores; an additional 16% of the variance was explained by self-esteem and health satisfaction. Findings highlight the role of leisure satisfaction in enhancing life satisfaction among individuals with SCI, given the high unemployment rate in this population. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Associations between dopamine and serotonin genes and job satisfaction: Preliminary evidence from the Add Health Study.

Previous behavioral genetic studies have found that job satisfaction is partially heritable. We went a step further to examine particular genetic markers that may be associated with job satisfaction. Using an oversample from the National Adolescent Longitudinal Study (Add Health Study), we found 2 genetic markers, dopamine receptor gene DRD4 VNTR and serotonin transporter gene 5-HTTLPR, to be weakly but significantly associated with job satisfaction. Furthermore, we found study participants' level of pay to mediate the DRD4 and job satisfaction relationship. However, we found no evidence that self-esteem mediated the relationships between these 2 genes and job satisfaction. The study represents an initial effort to introduce a molecular genetics approach to the fields of organizational psychology and organizational behavior. (PsycINFO Database Record (c) 2011 APA, all rights reserved)     

Relational competence, relationships, and adjustment in old age.

Investigated how the implications of relational competence and satisfying personal relationships for adjustment differ among young-old (60–72 yrs) and old-old (73–94 yrs) adults. Four studies with 377 young-old and old-old adults were conducted to test the hypothesis that among old-old Ss, adjustment and psychological well-being would be less predictable from personality (relational competence) variables or from satisfactory social involvements. Results indicate that for the young-old Ss, relational competence, social involvement, and satisfaction with social support relationships were associated positively with morale, self-esteem, and adjustment to widowhood. This pattern was not found among the old-old Ss. Findings are consistent with the (role-theoretical) view that personality characteristics assume meaning only when they have interpersonal consequences, and with the notion that the very old often experience a less prescribed and less evaluative social environment, with fewer social opportunities or role functions. (43 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Relationship of core self-evaluations traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability—with job satisfaction and job performance: A meta-analysis.

This article presents meta-analytic results of the relationship of 4 traits—self-esteem, generalized self-efficacy, locus of control, and emotional stability (low neuroticism)—with job satisfaction and job performance. With respect to job satisfaction, the estimated true score correlations were .26 for self-esteem, .45 for generalized self-efficacy, .32 for internal locus of control, and .24 for emotional stability. With respect to job performance, the correlations were .26 for self-esteem, .23 for generalized self-efficacy, .22 for internal locus of control, and .19 for emotional stability. In total, the results based on 274 correlations suggest that these traits are among the best dispositional predictors of job satisfaction and job performance. T. A. Judge, E. A. Locke, and C. C. Durham's (1997) theory of core self evaluations is used as a framework for discussing similarities between the 4 traits and their relationships to satisfaction and performance. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

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

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. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Sources of social support and burnout, job satisfaction, and productivity.

Social support has been identified as an important correlate of a variety of work outcomes. Support from different sources, including family, coworkers, and supervisors, was examined in 211 traffic enforcement agents (92 men, 119 women). Outcomes included subjective variables (burnout and job satisfaction) and an objective measure of productivity (number of summonses). Support was negatively associated with burnout and positively associated with satisfaction and productivity. A cluster of support variables accounted for 7% of the variance in burnout and productivity and 12% of the variance in job satisfaction. Family support was more closely associated with burnout than with satisfaction or productivity, whereas immediate supervisor support was related to satisfaction and productivity but not burnout. Results suggest that support may be associated with work-related outcomes through multiple pathways. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Examining Type A behavior pattern to explain the relationship between job stressors and psychosocial outcomes.

Despite cautions against using a global measure of Type A behavior pattern (TABP), few studies have examined the TABP components of Achievement Striving (AS) and Impatience/Irritability (II). The authors examined these 2 components to assess whether they moderated the relationships between job stressors and psychosocial outcomes. Results based on 106 employees from a large Canadian organization supported the independence of the 2 TABP components. After controlling for the job stressors (i.e., overload, ambiguity, intrarole conflict, and lack of job control), II and AS accounted for additional variance in job satisfaction, perceived stress, and life satisfaction, although these components were uniquely related to different outcomes. Finally, AS and II moderated several of the stressor-psychosocial outcome relationships. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Positive psychological variables in the prediction of life satisfaction after spinal cord injury.

Objective: To examine relationships between select positive psychological variables and life satisfaction in persons with spinal cord injury during acute rehabilitation and 3 months after discharge. Design: Prospective observational design; correlational and regression analyses. Eighty-seven adults who were participating in in-patient, acute rehabilitation for spinal cord injury in two metropolitan hospitals completed the following measures: Benefit finding Scale, Hope Scale, Brief Symptom Inventory, COPE, Positive and Negative Affect Schedule, and Satisfaction with Life Scale. Results: Hypothesized relationships of hope and positive affect (facilitator variables) with greater life satisfaction during the initial acute rehabilitation period were supported. Facilitators, as measured at baseline, accounted for a significant amount of variance in life satisfaction above and beyond barrier variables (depression, negative affect, and avoidant coping) both during the acute rehabilitation phase (R2 change = .20, p R2 change = .09, p     

The effects of autonomy-supportive coaching, need satisfaction, and self-perceptions on initiative and identity in youth swimmers.

This study tested a sequential process model linking youth sport coaching climates (perceived coach behaviors and perceived need satisfaction) to youth self-perceptions (perceived competence and global self-esteem) and youth development outcomes (initiative, identity reflection, identity exploration). A sample of 119 youth between the ages of 10 and 18 who participated in a community-directed summer swim league completed questionnaires over the course of the 7-week season. Results indicated that coaches' autonomy support, particularly via process-focused praise, predicted youth competence need satisfaction and relatedness need satisfaction in the coaching relationship. Youth competence need satisfaction predicted self-esteem indirectly via perceived competence. Finally, self-esteem predicted identity reflection, and perceived competence predicted both identity reflection and initiative. Effects of age, sex, and perceptions of direct contact with the coach were not significant. Findings suggest that the quality of the coaching climate is an important predictor of the developmental benefits of sport participation and that one pathway by which the coaching climate has its effect on initiative and identity reflection is through developing youth self-perceptions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)