Perceived overqualification and health: a longitudinal analysis

The authors examined the effects of perceived overqualification on health and health decline by means of a 2-wave panel study of members of a midwestern American Postal Workers Union local. The 1st hypothesis was that overqualification was negatively related to health at Time 2 (T2); the second hypothesis was that overqualification was positively related to perceived health decline at T2. Neither was supported by the data. However, the relationships were in the expected direction for perceived mismatch but not for the perceived no grow dimension of overqualification. The results imply that perceived no grow may have immediate threats to health, whereas perceived mismatch may have longer term implications for health. The stability of perceived health between Time 1 (T1) and T2 could overshadow a longitudinal effect of overqualification on health and health decline at T2.     

The role of personal work goals in newcomers' job satisfaction and organizational commitment: a longitudinal analysis

This study examined the importance of 3 characteristics of personal work goals (i.e., commitment, attainability, and progress) in accounting for changes in newcomers' affective job attitudes (i.e., job satisfaction and organizational commitment) during the 1st months of employment. Twenty weeks after organizational entry, 81 newcomers provided a list of their personal work goals. Goal attributes and job attitudes were assessed at 3 testing periods covering 8 months. Goal commitment was found to moderate the extent to which differences in the attainability of personal goals at the workplace accounted for changes in job satisfaction and organizational commitment. Goal progress mediated the interactive effect of goal commitment and attainability on newcomers' job attitudes. Findings are discussed with respect to their relevance for proactive approaches to organizational socialization.     

Perceived job image among police officers in Singapore: factorial dimensions and differential effects

The authors examined the perceived job image of police officers in Singapore and its differential effects on their work-related attitudes (e.g., job satisfaction, organizational commitment, and intention to quit). The authors obtained data from questionnaire surveys and focus-group interviews. Perceived job image consisted of 4 dimensions: (a) prestige, (b) integrity, (c) competence, and (d) nonroutine job nature. Results of hierarchical regression analyses suggested that the first 2 dimensions of the perceived job image construct were salient in affecting the police officers' work-related attitudes.     

The influence of breast cancer survivors' Perceived partner social support and need satisfaction on depressive symptoms: A longitudinal analysis

The present study examines the ways in which breast cancer survivors’ perceptions of emotional and instrumental social support from an intimate partner and need satisfaction in their partner role influence depression during and after breast cancer treatment. Our sample was comprised of 163 women who were an average of 57 years old, mostly White/Caucasian, and diagnosed primarily with early-stage breast cancer. Longitudinal data were analysed using both multilevel and structural equation modelling. Results reveal that (a) greater perceived partner emotional support is associated with lowered levels of depression at each wave, (b) partner-role need satisfaction mediates the relationship between perceived partner emotional support and depression at each wave, (c) perceived partner emotional support predicts subsequent changes in depression by way of need satisfaction and (d) depression prospectively predicts lowered perceptions of partner emotional and instrumental support. The findings confirm that basic need satisfaction, within intimate relationships, is an important predictor of lowered depression among breast cancer survivors.     

我是高材生：资质过剩感及其对员工的影响

资质过剩感, 是指个体感知的自己拥有超过工作所要求的教育水平、经验、知识、技能以及能力。员工感到资质过剩是组织中普遍存在的现象, 并逐渐成为组织行为研究中的热点话题。资质过剩感对员工的认知感受、情绪体验, 工作态度、行为和绩效, 以及身心健康等均存在一定的负面影响, 影响强度及性质取决于员工个人特征及所处情境特征。除负面影响外, 资质过剩感对员工主动行为、角色内绩效、创新绩效等还存在一定积极影响, 以及正U型、倒U型的非线性效应。人力资本理论、人-岗匹配理论、相对剥夺理论、公平理论、心理契约理论和资源保存理论等是解释资质过剩感消极影响的主要理论, 自我分类理论、自我验证理论和自我调节理论是解释其积极影响的主要理论。未来可以从开发本土量表、扩展跨层次研究、丰富和整合研究视角、探究动态效应等方面推动资质过剩感的研究。     

Five-factor model of personality and job satisfaction: a meta-analysis

This study reports results of a meta-analysis linking traits from the 5-factor model of personality to overall job satisfaction. Using the model as an organizing framework, 334 correlations from 163 independent samples were classified according to the model. The estimated true score correlations with job satisfaction were -.29 for Neuroticism, .25 for Extraversion, .02 for Openness to Experience, .17 for Agreeableness, and .26 for Conscientiousness. Results further indicated that only the relations of Neuroticism and Extraversion with job satisfaction generalized across studies. As a set, the Big Five traits had a multiple correlation of .41 with job satisfaction, indicating support for the validity of the dispositional source of job satisfaction when traits are organized according to the 5-factor model.     

Perceived organisational support influences on job satisfaction and organisational commitment among junior academic staff members

This study investigated the relationship between perceived organisational support, employee job satisfaction and organisational commitment among junior academic staff of a South African higher education institution (N =70; female = 41 .4%; masters qualification = 85 .7%). Participants completed a self-administered questionnaire on organisational perceptions, commitment and job satisfaction. Correlations investigated whether there were any relationships between variables. T-tests and Analysis of Variance (ANOVA) were also used to examine whether participants perceived organisational support differently based on their demographics. Results showed a significant and positive relationship among employee perceptions of support from their organisation, their level of job satisfaction and level of organisational commitment. Male academic staff showed higher levels of perceived organisational support, employee job satisfaction and organisational commitment than females. Gendered work participation appears to explain aspects of work participation in the context of the South African higher education sector.     

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.     

Personality and job satisfaction

This study set out to examine the relationship between the dimensions of sxtraversion, neuroticism and psychoticism, and various dimensions of job satisfaction in a group of computer employees. Whereas Extraversion and Lie scores correlated positively with all aspects of job satisfaction, Neuroticism and Psychoticism scores correlated negatively with a third of the correlations being significant. However, there was little evidence of the hypothesized P-E fit between personality and job type though this may be due to classificatory and methodological problems. Results are discussed in terms of the necessity of considering personality variables in studies of job satisfaction.     

Source of recruitment and employee attitudes: An analysis of job involvement,organizational commitment,and job satisfaction

This study empirically investigated the relationship between recruiting methods and the work attitudes of job involvement, organizational commitment, and job satisfaction. Multivariate and follow-up univariate analyses showed strong recruitment source effects, with employee referrals emerging as a better source of recruitment than newspaper advertisements. The results of the study are discussed and directions for future research elucidated.     

Marital satisfaction,job satisfaction,and task distribution in the homemaker job

Several facets of the homemaker job were analyzed in terms of the dynamic relationship between husband and wife. Seventy-one husband and wife pairs completed a questionnaire which assessed satisfaction with the homemaker job, marital satisfaction, distribution of responsibility for homemaker tasks between husband and wife, and other variables. Wives' satisfaction with the homemaker job was found related to the degree to which husbands assumed responsibility for homemaker tasks and to the husbands' attitudes toward women in general. Wives' marital satisfaction was found related to the interaction of wives' employment status (job holder or full-time homemaker) and satisfaction with the homemaker job. Directions for future research in this area were suggested.     

Mechanisms of change in adolescent life satisfaction: A longitudinal analysis

This study explored the psychosocial mechanisms of change associated with differences in levels and linear change of adolescents' global life satisfaction across a 2-year time period. Based on a theoretical model proposed by Evans (1994), this study tested the relations between selected personality (i.e., extraversion and neuroticism) and environmental (stressful life events) variables and global life satisfaction when mediated by internalizing and externalizing problems. The results suggested support for internalizing problems as a mediator of the relationship of personality and environmental variables with life satisfaction. Pathways mediated by internalizing problems significantly predicted levels and linear change of life satisfaction across a 2-year time span. Furthermore, pathways mediated by externalizing problems significantly predicted the level but not the linear change of life satisfaction. Thus, behavior problems and their antecedents appear to relate significantly to adolescents' perceptions of their quality of life. Implications for adolescent mental health promotion were discussed.     

Person-environment congruence and job satisfaction

The results of this study generally support the premise that job satisfaction is positively related to the congruence between the personality types of individuals and their work environments. Person-environment congruence is positively related to the intrinsic job satisfaction of males and females. However, gender-specific differences are apparent in terms of the relationship between person-environment congruence and extrinsic (males only) and overall (females only) job satisfaction. These relationships are consistent for all personality types included in the study. The implications of these findings for further research and for the selection and placement of individuals in work settings are discussed.