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)     

Source of variation in job and life satisfaction: The role of community and job-related variables.

Tested several hypotheses relevant to the analysis of the effects of community characteristics on job satisfaction. Ss were 390 male and 80 female white-collar workers employed by the same company and living in 2 company towns in Canada. The 2 towns differed along certain dimensions. Predictions were made regarding the differences in reactions by the workers to these 2 communities and also regarding the relationship between responses to the communities and responses to general job and life satisfaction. Sex differences were present but the data support the hypotheses. A discussion of the relevance of these data for job satisfaction and motivation theory is presented. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The interactive effects of work-induced guilt and ability to manage resources on job and life satisfaction.

American workers are spending more time at work and less time at home than ever before-a consequence of which is an inability to devote adequate attention to nonwork activities. Utilizing a literal replication format (Lykken, 1968), the authors conducted two studies to examine the effects of work-induced guilt and the ability to manage work resources on job and life satisfaction. The authors found that work-induced guilt had its most negative association on job and life satisfaction when individuals were unable to manage work resources. Interestingly, the authors also found that work-induced guilt led to increases in job and life satisfaction when coupled with the ability to manage resources. Implications for theory and practice, strengths and limitations, and future research directions are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and citizenship behavior: The mediating role of job satisfaction.

[Correction Notice: An erratum for this article was reported in Vol 95(2) of Journal of Applied Psychology (see record 2010-04488-016). The path coefficients presented in the figures are slight overestimates. For example, in Figure 1 (p. 952), the paths from Agreeableness and Conscientiousness to Job Satisfaction should be .11 and .23 instead of .12 and .28, the direct effects from Agreeableness and Conscientiousness to Citizenship Behavior should be .10 and .16 instead of .11 and .18, and the paths from Job Satisfaction to Citizenship Behavior should be .28 (.22) instead of .34 (.26). The statistical significance of the path coefficients is correct, and so are the substantive conclusions based on the better fit of the partially mediated models relative to the fully mediated models. Also, the meta-analytic estimates presented in Table 1 (p. 949), Table 2 (p. 950), and Table 3 (p. 951) are correct.] Using meta-analytic path analysis, the authors tested several structural models linking agreeableness and conscientiousness to organizational citizenship behavior (OCB). Results showed that the 2 personality traits had both direct effects and indirect effects—through job satisfaction—on overall OCB. Meta-analytic moderator analyses that distinguished between individual- and organization-targeted citizenship behaviors (OCB-I and OCB-O) showed that agreeableness was more closely related with OCB-I and conscientiousness with OCB-O. Finally, the path analyses predicting OCB-I and OCB-O offered further support for the general hypothesis that these 2 constructs are distinct. That is, the results of these analyses revealed that agreeableness had both direct and indirect effects on OCB-I but only indirect effects on OCB-O, and that for conscientiousness the pattern of direct and indirect effects was exactly opposite (direct and indirect effects on OCB-O but only indirect effects on OCB-I). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Correctional psychologist burnout, job satisfaction, and life satisfaction.

Corrections is a stressful environment, but do correctional psychologists experience greater levels of occupational burnout and life stress than other public sector and nonpublic sector psychologists? Data collected from 203 doctoral level psychologists including correctional (CR; n = 44), Veteran's Affairs (VA; n = 56), public psychiatric hospital (PPH; n = 54), and university counseling centers (CC; n = 49) indicated that CR psychologists do experience significantly more occupational burnout relative to VA and CC psychologists. Furthermore, CR and PPH psychologists reported significantly less job satisfaction than CC psychologists. Although psychologists working in PPH settings reported significantly lower levels of life satisfaction than VA and CC psychologists this was not the case for CR psychologists. Professional identity related to occupational setting emerged as a significant predictor of occupational burnout. Implications of these findings are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Leader group prototypicality and job satisfaction: The moderating role of job stress and team identification.

The authors examined the relationship between leader group prototypicality (the extent to which a leader is representative of the collective identity) and job satisfaction as an indicator of leadership effectiveness. Leader group prototypicality was expected to interact with job stress and team identification, such that leader group protototypicality is more strongly related to job satisfaction for followers with higher job stress and team identification. Two cross-sectional surveys (N = 329 and N = 89) conducted with the employees of 4 Italian organizations provided support for this hypothesis. The authors discuss how these findings extend our understanding of leadership effectiveness within the social identity model of leadership. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The contribution of job and leisure satisfaction to quality of life.

Examined the relationships between job and leisure satisfaction and their contributions to the perception of quality of life. Data were collected from a national probability sample of 1,297 adult Americans interviewed in May 1972. The magnitude of the correlations between job and leisure satisfaction measures was low; however, both accounted for meaningful variation in perceived quality of life for the total sample. Separate analyses for demographic subgroups were also performed. They indicated that job satisfaction and leisure satisfaction contributed relatively little to the life quality of minorities and other often "disadvantaged" subgroups compared to "advantaged" workers. Implications of the results for the application of motivational stategies in the work setting are discussed. (28 ref) (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Personality and citizenship behavior: The mediating role of job satisfaction: Correction.

[Correction Notice: An erratum for this article was reported in Vol 95(3) of Journal of Applied Psychology (see record 2010-09357-015). The volume number of the original article was incorrectly identified. It should have been identified as Vol. 94.] Reports an error in Personality and citizenship behavior: The mediating role of job satisfaction by Remus Ilies, Ingrid Smithey Fulmer, Matthias Spitzmuller and Michael D. Johnson (Journal of Applied Psychology, 2009[Jul], Vol 94[4], 945-959). The path coefficients presented in the figures are slight overestimates. For example, in Figure 1 (p. 952), the paths from Agreeableness and Conscientiousness to Job Satisfaction should be .11 and .23 instead of .12 and .28, the direct effects from Agreeableness and Conscientiousness to Citizenship Behavior should be .10 and .16 instead of .11 and .18, and the paths from Job Satisfaction to Citizenship Behavior should be .28 (.22) instead of .34 (.26). The statistical significance of the path coefficients is correct, and so are the substantive conclusions based on the better fit of the partially mediated models relative to the fully mediated models. Also, the meta-analytic estimates presented in Table 1 (p. 949), Table 2 (p. 950), and Table 3 (p. 951) are correct. (The following abstract of the original article appeared in record 2009-10167-018.) Using meta-analytic path analysis, the authors tested several structural models linking agreeableness and conscientiousness to organizational citizenship behavior (OCB). Results showed that the 2 personality traits had both direct effects and indirect effects—through job satisfaction—on overall OCB. Meta-analytic moderator analyses that distinguished between individual- and organization-targeted citizenship behaviors (OCB-I and OCB-O) showed that agreeableness was more closely related with OCB-I and conscientiousness with OCB-O. Finally, the path analyses predicting OCB-I and OCB-O offered further support for the general hypothesis that these 2 constructs are distinct. That is, the results of these analyses revealed that agreeableness had both direct and indirect effects on OCB-I but only indirect effects on OCB-O, and that for conscientiousness the pattern of direct and indirect effects was exactly opposite (direct and indirect effects on OCB-O but only indirect effects on OCB-I). (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Autonomy and workload among temporary workers: Their effects on job satisfaction, organizational commitment, life satisfaction, and self-rated performance.

This study investigates the role of autonomy and workload in explaining responses of temporary employees (N=189) compared with permanent employees (N=371) on job satisfaction, organizational commitment, life satisfaction, and performance. Results based on regression analyses suggest that the effects of contract type are not mediated by autonomy or by workload. Rather, this study partially supports hypotheses on the differential reactions of temporaries and permanents to autonomy or workload; autonomy was not predictive for temporaries' job satisfaction and organizational commitment, and workload was not predictive for temporaries' life satisfaction, whereas they were predictive for permanents' responses. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

On the heritability of job satisfaction: The mediating role of personality.

In this article the authors investigate the extent to which traits reflecting individual differences in personality and affectivity explain or mediate genetic influences on job satisfaction. Using estimates of the dispositional source of job satisfaction according to 2 dispositional frameworks--the five-factor model and positive affectivity-negative affectivity (PA-NA)--and behavioral-genetic estimates of the heritabilities of job satisfaction and the dispositional factors, the authors computed the proportion of genetic variance in job satisfaction that is explained by these trait frameworks. Results indicate that the affectivity model is a stronger mediator of genetic effects on job satisfaction than the five-factor model. PA and NA mediate about 45% of the genetic influences on job satisfaction, whereas the five-factor model mediates approximately 24% of these genetic effects. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The moderating role of employee positive well being on the relation between job satisfaction and job performance.

This research provides further clarification to the age-old quest to better understand the happy/productive worker thesis. Using data from 109 managers employed by a large (over 5000 employees) customer services organization on the West Coast of the United States, both job satisfaction (r = .36, p     

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)     

Developing nursing's future role. 2: Nurses' job satisfaction and morale

This, the second of two articles, presents the results of a recent survey of nurses' job satisfaction and morale undertaken at the Northern General Hospital NHS Trust, Sheffield. The survey was conducted in order to provide a benchmark against which to gauge progress towards creating a work environment in which nurses are able to exercise maximum autonomy within a supportive and enabling culture. The results mirror recent national reports which highlight the increasing tension between workload pressures and the desire to provide holistic patient care. A number of factors were identified which suggest the need for remedial action across a range of fronts. Such factors are briefly described, together with the action taken to date to address the issues raised.     

The mediating effects of job satisfaction and propensity to leave on role stress-job performance relationships: Combining meta-analysis and structural equation modeling.

This article combines meta-analysis with structural equation modeling to compare alternative models of the relationships among work stress, psychological mediators, and job performance. Specifically, the authors examined the mediating effects of job satisfaction and propensity to leave and their effect on the relationships between role ambiguity, role conflict, and job performance. The meta-analysis included both published and unpublished studies conducted over a period of 25 years, resulting in 113 independent samples with more than 22,000 individuals. As hypothesized, the structural model that best fit the meta-analytic estimates was the partial mediation model, in which stress is related to job performance both directly and indirectly through job satisfaction and propensity to leave and in which all path coefficients were reliably different from zero. The results are discussed in terms of theoretical contributions and implications for future stress-performance research. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of self-enhancing evaluations in a successful life transition.

The objective of the study was to investigate how self-enhancing evaluations, obtained via positive social comparisons and reflected appraisals, were related to mental health in a later life transition. The sample consisted of 266 women who were interviewed once before and 3 times after the experience of community relocation. Results extended prior findings suggesting the dynamic impact of self-enhancing evaluative processes on psychological well-being and depressive symptoms. Additional analyses showed evidence for reverse causality, that is, that mental health also influenced self-evaluative processes. This study underscores the significance of holding a positive view of self vis-à-vis others in negotiating life challenges as well as the reciprocal influence of well-being on social self-evaluative processes. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Status congruency as a predictor of job satisfaction and life stress.

Administered questionnaires to 2,080 United States Navy enlisted men grouped according to occupational specialties. A status congruency measure was developed and used to determine the degree to which an S was in step with peers within his occupational category relative to duty time, pay grade, age, and marital status. An individual's score on this measure was found to be significantly and uniquely predictive of his reported life stress and job satisfaction. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

The role of life satisfaction and depressive symptoms in all-cause mortality.

The objective of this study was to investigate whether life satisfaction and depressive symptoms are independent predictors of mortality in a non-Western sample of adults. The sample included 5,131 adults (ages 50–95 at baseline) in Taiwan who participated in the Survey of Health and Living Status of the Near Elderly and Elderly. There were 1,815 deaths recorded over a 10-year period. Higher life satisfaction significantly predicted lower risk of mortality after controlling for age, sex, education, marital status, and health status. Depressive symptoms significantly predicted higher risk of mortality. A significant interaction with age revealed that the protective effect of life satisfaction weakened with age. The results suggest that life satisfaction and depressive symptoms independently predict mortality risk in adults. (PsycINFO Database Record (c) 2010 APA, all rights reserved)