Life satisfaction and satisfaction in domains of life: is it a simple relationship?

This paper studies the nature of the relationship between life satisfaction and satisfaction in domains of life. The domains-of-life literature assumes that a person’s overall satisfaction with his or her life depends on his or her satisfaction in many concrete areas of life, which are classified into a few main domains of life. This paper addresses the issue of what characteristics the relationship between life satisfaction and satisfaction in domains of life has by focusing on its specification. The domains-of-life literature has commonly assumed that an additive relationship between domains satisfaction and life satisfaction does exist. This paper argues that the use of an additive relationship has substantially restricted our comprehension of the relationship; since it makes impossible to empirically address questions such as: Is life satisfaction just a weighted average of domain satisfactions? How easy is it to substitute satisfaction in one domain by satisfaction in another? Is it reasonable to expect similar additional benefits when we continuously improve satisfaction in one domain? What happens with our life satisfaction when we manage to continuously improve satisfaction in all domains? What happens with the importance of one domain when satisfaction in another domain declines? The paper argues that there could be substantial gains in the understanding of the relationship by assuming alternative specifications. At an empirical level the investigation works with four different specifications: an additive relationship, a semi-logarithm relationship, a logarithm–logarithm relationship, and a constant elasticity of substitution (CES) relationship. Using a database from Mexico, the investigation finds out that an additive specification provides – at least for Mexico – a goodness of fit similar to those of alternative specifications. However, there are some relevant issues in the relationship between domains satisfaction and overall life satisfaction that cannot be studied with an additive specification; hence, the?use of an alternative specification – in particular a CES specification – is preferable if the objective is to understand rather than to predict life satisfaction.     

Do personality factors predict job satisfaction?

Two studies investigated the relationships between personality traits and aspects of job satisfaction. In Study 1, job applicants (n=250) completed the Eysenck Personality Profiler and the Work Values Questionnaire (WVQ), which requires respondents to rate various work-related facets according to the extent to which they contribute to their job satisfaction. These facets were combined into two composites (hygiene and motivator) based on previous research. The three personality superfactors accounted for a small percentage of the variance in importance ratings (about 5%). In Study 2, employees (n=82) completed a measure of the ‘Big Five’ personality traits and the Job Satisfaction Questionnaire (JSQ), which assesses both what respondents consider as important in their work environment as well as their satisfaction with their current job. Importance ratings were again combined into two composites while job satisfaction ratings were factor analyzed and three factors, differentiated along hygiene versus motivator lines, emerged. Personality traits again accounted for a small percentage of the total variance both in importance ratings and in levels of job satisfaction. It is concluded that personality does not have a strong or consistent influence either on what individuals perceive as important in their work environment or on their levels of job satisfaction.     

Early adolescents’ personality and life satisfaction: A closer look at global vs. domain-specific satisfaction

We examined relations between US early adolescents’ major personality traits and global life satisfaction (LS) and satisfaction in five specific domains (i.e., family, friends, school, self, living environment). A sample of 344 7th graders completed the Adolescent Personal Style Inventory (Lounsbury et al., 2003), which assesses the Big Five traits of neuroticism, extraversion, openness, agreeableness, and conscientiousness. Furthermore, participants completed the Students’ Life Satisfaction Scale (Huebner, 1991) and the Multidimensional Students’ Life Satisfaction Scale (Huebner, Zullig, & Saha, 2012), assessing global and domain-specific satisfaction, respectively. Neuroticism (inversely), and conscientiousness, agreeableness, and extraversion (positively) were uniquely associated with early adolescents’ global LS, with neuroticism showing the strongest association. With respect to domain-specific satisfaction, neuroticism (inversely) and conscientiousness (positively) were uniquely related to satisfaction in all five domains. Extraversion displayed the strongest, unique (positive) association with friend and self-satisfaction reports. Openness displayed the strongest, unique (positive) association with school satisfaction. Agreeableness demonstrated a unique (positive) association with family satisfaction. The results demonstrated the importance of neuroticism in understanding early adolescents’ global LS, while the personality variables revealed varying patterns of relationships with domain-specific satisfaction reports.     

All in the name of work? Nonwork orientations as predictors of salary,career satisfaction,and life satisfaction

Career development increasingly demands a successful integration of work and nonwork domains. Based on work-nonwork conflict and enrichment theories, this study explored the relationship between nonwork orientations (i.e., family, personal life, and community) and both objective (i.e., salary) and subjective (i.e., career satisfaction) career success and life satisfaction over a period of six months among a sample of 548 employees from Germany. The results generally support the enrichment perspective. Family orientation showed a positive relationship with career satisfaction. All three nonwork orientations, especially family orientation, were positively related to life satisfaction. We also explored gender and age effects but found no differences in nonwork orientations between young employees aged 25–34 years and older workers aged 50–59 years. Men showed lower levels of personal life orientation than women, but no differences in family or community orientation based on gender were found. We also did not observe gender x age interaction effects. We discuss the study's implications for a whole-life perspective on career development, career success, and well-being.     

Outcomes of work–life balance on job satisfaction,life satisfaction and mental health: A study across seven cultures

This study investigates the effects of work–life balance (WLB) on several individual outcomes across cultures. Using a sample of 1416 employees from seven distinct populations – Malaysian, Chinese, New Zealand Maori, New Zealand European, Spanish, French, and Italian – SEM analysis showed that WLB was positively related to job and life satisfaction and negatively related to anxiety and depression across the seven cultures. Individualism/collectivism and gender egalitarianism moderated these relationships. High levels of WLB were more positively associated with job and life satisfaction for individuals in individualistic cultures, compared with individuals in collectivistic cultures. High levels of WLB were more positively associated with job and life satisfaction and more negatively associated with anxiety for individuals in gender egalitarian cultures. Overall, we find strong support for WLB being beneficial for employees from various cultures and for culture as a moderator of these relationships.     

Why are materialists less happy? The role of gratitude and need satisfaction in the relationship between materialism and life satisfaction

Materialism has been consistently related to lower levels of life satisfaction. We suggest that one reason for this negative relationship may be that high materialists find it harder to be grateful, and lower levels of trait gratitude may be related to unmet psychological needs. 246 undergraduate marketing students (129 female) completed self-report dispositional measures of materialism, gratitude, need satisfaction, and life satisfaction via online questionnaire. Statistical mediation analyses were performed using conditional process modeling. Consistent with predictions, gratitude and need satisfaction mediated the relationship between materialism and decreased life satisfaction in-sequence. Gratitude was also a direct mediator, whereas need satisfaction played an indirect role through its relationship with gratitude. Results may shed light on why those high in materialism are less happy than those low in materialism, and suggest possibilities for interventions to increase life satisfaction.     

Job satisfaction and firm performance: Can employees’ job satisfaction change the trajectory of a firm’s performance?

Contemporary trends in business have focused on enhancing the employee work experience. Proponents argue that doing so will improve employees’ productivity and ultimately the firm's performance. However, critics argue that job satisfaction has only a modest relationship with an employee's job performance, and therefore, such an investment will likely have little impact on the firm's financial performance. To investigate the relationship between employees’ job satisfaction and firm performance, we collected a sample of 404 employees working in 31 firms. We tested this relationship using latent growth modeling which allows us to latently examine how employees’ job satisfaction at one time point can predict the trajectory of firm performance. Study results indicated that job satisfaction predicted a positive linear change in two financial indices of firm performance (i.e., return on assets and return on equity) over the course of four years when controlling for three indicators of firm size. These results suggest that the effects of job satisfaction on firm performance are not immediate but rather take time to manifest.     

What gives victims satisfaction when they seek revenge?

The present paper aims to elucidate under what conditions victims of injustice who seek revenge feel satisfied and perceive that everybody got what he or she deserved. Two hypotheses are discussed: The comparative suffering hypothesis states that seeing the offender suffer from fate is sufficient for evoking satisfaction and perceptions of deservingness among victims. The understanding hypothesis states that revenge can only be satisfactory when the offender understands it as a response to his or her prior behavior. These hypotheses were tested in three experimental studies. The comparative suffering hypothesis received only weak support. The understanding hypothesis, on the other hand, received much stronger support: When the offender understood revenge as punishment, revenge led to satisfaction and deservingness among victims. These findings are discussed with regard to the question why people take revenge. Copyright © 2010 John Wiley & Sons, Ltd.     

Life and job satisfaction: Is the job central?

The nature of the causal relationship between life and job satisfaction in a sample of males and females working in a variety of jobs was investigated. Results suggest that the life satisfaction causes job satisfaction hypothesis is more tenable than the reverse.     

Life satisfaction across adulthood: different determinants at different ages?

It is likely that with aging and changing life circumstances, individuals’ values shift in systematic ways, and that these shifts may be accompanied by shifts in the determinants of their subjective judgments of well being. To examine this possibility, the relations among the Satisfaction With Life Scale (SWLS) and a number of personality, affect, demographic, and cognitive variables were examined in a sample of 818 participants between the ages of 18 and 94. The results indicated that although many variables had significant zero-order correlations with the SWLS, only a few variables had unique utility in predicting life satisfaction. Invariance analyses indicated that while the qualitative nature of life satisfaction remains constant across adult age, the influence of fluid intelligence on judgments of life satisfaction declines with age. In contrast, negative affect is negatively associated with life satisfaction consistently across the adult age span.     

Citoyenneté, engagement,satisfaction et implication en contexte organisationnel

This research was made to examine the relative contribution of several predictors (foci of commitment, job involvement, job satisfaction) on organizational citizenship behaviours using a sample of 138 French engineers. Confirmatory factor analysis on citizenship behaviours reveal four factors: altruism, helping others, civic virtue and sportsmanship. Empirical data supports both of the hypotheses. In one hand, psychological variable contribute to the variance of several forms of citizenship behaviour. In other hand, form of citizenship behaviour was influenced by few psychological variables. Theoretical and practical implications of this research are discussed.     

Black–White mean differences in job satisfaction: A meta-analysis

Studies examining Black–White mean differences in job satisfaction have provided little clarity regarding whether there are meaningful differences between the two racial/ethnic groups on this job attitude. The present study sought to reconcile prior inconsistent findings via a meta-analytic synthesis of this literature (N = 753,791; K = 63 independent samples from 55 studies) and examined whether moderators explained the observed variability in effects. Using Hedges and Vevea's (1998) random-effects meta-analytic approach, we found that, on average, White workers were slightly more satisfied with their jobs than Black workers (g_corrected = .09; 95% credibility interval = −.21 to .39) and this effect was larger in more nationally representative samples (g_corrected = .24). The substantial true variability around this effect suggests the presence of moderators and the need for caution in interpreting the overall effect as it likely does not generalize across all work settings. Data collection year, geographic location within the U.S., job sector, and measure type were not found to moderate Black–White mean differences in job satisfaction. However, job complexity and sample demographic composition did significantly moderate this relationship. Our results show that the magnitude and direction of Black–White mean differences in job satisfaction are influenced by the context.     

A self-regulation account of the job performance–job satisfaction relationship

We present a self-regulation account of the job performance–job satisfaction relationship according to which job performance leads to job satisfaction, if it involves optimal expectancies for successful performance. Using response surface methodology (n = 747 employees), we found that employees who held overly negative (self-effacement) or overly positive self-perceptions of performance (self-enhancement) gained less satisfaction from their jobs. As hypothesized by self-discrepancy theory, self-effacement promoted fear-related negative emotions, whereas self-enhancement was linked to disappointment. Self-enhancers also reported lower trust and reduced satisfaction with interpersonal relationships, which may partly explain why self-enhancement had particularly detrimental effects. Furthermore, among employees high in performance-goal orientation, attaining high normative performance, as indicated by above-average supervisor evaluations, rather than optimal expectancies for success, explained job satisfaction. Our findings support the conclusion that need satisfaction and the ensuing self-regulatory processes determine the shape and the size of the performance–satisfaction relationship.     

Adjustment to and satisfaction with retirement: two of a kind?

Multiactor panel data on 778 Dutch employees were used to examine adjustment to and satisfaction with retirement. Regression analyses revealed that adjustment and satisfaction are related, but not identical. Adjustment problems arise from preretirement anxiety about the social consequences of retirement and from a lack of control over the decision. Retirement satisfaction is primarily related to the individual's access to key resources: finances, health, and the marital relationship. The study shows that the retirement transition is multidimensional. The transition involves two developmental challenges: adjustment to the loss of the work role and the social ties of work, and the development of a satisfactory postretirement lifestyle. Making a distinction between these two aspects of the retirement experience is important for a better understanding of the psychological process following retirement.     

I can’t get no satisfaction: Potential causes of boredom

A variety of causes of boredom have been proposed including environmental, motivational, emotional, and cognitive factors. Here, we explore four potential cognitive causes of boredom: inattention, hyperactivity, impulsivity, and executive dysfunction. Specifically, we examine the unique and common associations between these factors and boredom propensity. Recent research has established that the two most commonly used measures of boredom propensity (BPS and BSS) are not measuring the same underlying construct. Thus, a second goal of the present project is to determine the unique and common roles of inattention, hyperactivity, impulsivity and poor executive system functioning in predicting the BPS and BSS specifically. The findings reveal that inattention, hyperactivity and executive dysfunction predict boredom propensity, with shared variance accounting for the greater part of this effect. Further, executive dysfunction and hyperactivity uniquely predict boredom propensity as measured by the BPS and BSS, respectively.     

Parents’ satisfaction with their child’s first year of school

A group of university and vocationally educated parents (n=486) were requested to evaluate their satisfaction with their childs first school year, and they were also asked to recall the positive and negative events from their childs academic year. Both structured and open-ended measures consistently revealed that parents were quite satisfied with the functioning of their childs school. Parents social–psychological distance from the school, as measured by their social positions in the education hierarchy, tended to structure parental satisfaction: the mothers, and especially the university-educated parents, indicated the highest level of satisfaction, and these groups emphasized both positive and negative recollections; the group farthest from the school turned out be the vocationally educated fathers. Our results highlighted the teacher: the recollections concerning the teachers were evenly distributed into positive and negative accounts, and negative recollections regarding teachers and home-school cooperation in particular affected parents overall satisfaction. The findings were discussed in terms of their implications for educational policy.     

Intrinsic work value–reward dissonance and work satisfaction during young adulthood

Previous research suggests that discrepancies between work values and rewards are indicators of dissonance that induce change in both to reduce such dissonance over time. The present study elaborates this model to suggest parallels with the first phase of the extension-and-strain curve. Small discrepancies or small increases in extension are presumed to be almost unnoticeable, while increasingly large discrepancies are thought to yield exponentially increasing strain. Work satisfaction is a principal outcome of dissonance; hence, work value-reward discrepancies are predicted to diminish work satisfaction in an exponential fashion. Findings from the work and family literature, however, lead to the prediction that this curvilinear association will be moderated by gender and family roles. Using longitudinal data spanning the third decade of life, the results suggest that intrinsic work value-reward discrepancies, as predicted, are increasingly associated, in a negative curvilinear fashion, with work satisfaction. This pattern, however, differs as a function of gender and family roles. Females who established family roles exhibited the expected pattern while other gender by family status groups did not. The results suggest that gender and family roles moderate the association between intrinsic work value-reward dissonance and satisfaction. In addition, women who remained unmarried and childless exhibited the strongest associations between occupational rewards and satisfaction.     

Mentor-protégé commitment fit and relationship satisfaction in academic mentoring

Based on a sample of students and their faculty mentors, this study examined how the fit between mentor and protégé levels of commitment is associated with both partners’ relationship satisfaction. Mentoring dyads were classified into groups according to fit between partners’ commitment, and relationship satisfaction was compared across groups. Overall, results provided partial support for our hypothesis that mentors and protégés report greatest satisfaction when commitment levels are mutually high. Specific results varied depending on the source of reported commitment levels (i.e., mentor vs. protégé reports). Implications are discussed in terms of the importance of both mentor and protégé commitment.