Self-esteem and job complexity as moderators of performance and satisfaction

Self-esteem and job complexity were investigated as moderators of self, supervisor, and peer ratings of performance and satisfaction with work, supervisors, and peers testing balance and activation theories. One hundred and fifty-three registered nurses served as subjects. Measured self-esteem was not significantly related to the performance or satisfaction measures. Rather, the important variable was perceived job complexity as predicted by Scott's activation theory. Self-ratings of performance and satisfaction with work and peers were greatest at optimal complexity with lower values at high and low complexity. Some support was found for self-esteem as a moderator of the relationship between performance and satisfaction measures in line with Korman's formulations.     

Partner phubbing and relationship satisfaction: Self-esteem and marital status as moderators

Current Psychology - The current study investigated the moderating effects of self-esteem and marital status on the association between partner phubbing and relationship satisfaction. Four hundred...     

The influence of introversion-extraversion on activity choice and satisfaction among the elderly

The present study investigated the optimum theory of aging. This theory predicts that individuals with different personality types will react differentially to the aging process. In the present study, 60 nursing-home residents were administered the Eysenck Personality Inventory and then randomly assigned to one of two experimental manipulations. Elderly subjects classified as extraverts showed a high level of satisfaction to an experimental manipulation which was of a high activity, interpersonal type; those classified as introverts evidenced more satisfaction with a low activity, non-interpersonal type manipulation. Inspection of records documenting actual participation in programs within the nursing home indicated that introverts were more often involved in low activity, non-interpersonal events whereas extraverts participated more often in high activity, interpersonal events. Implications of these results are discussed in relation to the optimum theory of aging.     

Self-esteem,race, and job satisfaction

The present study investigated relationships between self-esteem (SE) and job satisfaction among black and white employees. The sample consisted of 523 (45% black) employees of a large, urban school system. There was a positive relationship between SE and job satisfaction for members of both racial groups. In addition, the correlation between need satisfaction and job satisfaction was stronger for high SE persons than for low SE persons. The relationships between two social reference variables (the perceived satisfaction of other employees and improved standard of living) and job satisfaction were, as predicted, stronger for low SE whites than for high SE whites. Among blacks, however, the social reference variables were strongly related to job satisfaction regardless of level of SE.     

Self-esteem,career salience,and the choice of an ideal occupation

This study investigated the tendency to view one's chosen occupation as ideal, the meaning of an ideal occupation, and the consequences of choosing an ideal occupation. Participants were 139 students at a community college. It was found that the most likely students to consider their chosen occupation ideal were high in both self-esteem and career salience. In addition, viewing one's chosen occupation as ideal was related to its perceived capacity to satisfy intrinsic work needs. Finally, the tendency to view one's chosen occupation as ideal was associated with satisfaction with one's occupational decision regardless of level of career salience. The implications of the choice of an ideal occupation for future levels of self-esteem and career salience were discussed.     

Self-esteem,self-perceived abilities,and vocational choice

This research tested the theory that self-esteem acts as a moderating variable in the occupational choice process. The theory was not supported when the relationships between self-esteem, self-perceived abilities and abilities perceived as required in occupations were examined. Rather, the data were consistent with the self-implementation theory of vocational choice. However, it was found that those with high self-esteem were more likely than those with low self-esteem to see themselves as possessing the abilities they saw as necessary in their chosen occupations.     

Self-esteem as mediator and moderator of the relationship between loneliness and life satisfaction in adolescents

In this study, the mediator and moderator effects of global self-esteem on the relationship between loneliness and global life satisfaction in adolescents were investigated. The participants were 439 students, between age range of 15–18, who were attending four different high schools in Turkey. Data were collected by using the UCLA loneliness scale, Rosenberg self-esteem scale, and the satisfaction with life scale. Hierarchical regression analysis showed that global self-esteem partially mediated the relationship between loneliness and global life satisfaction. However, global self-esteem did not moderate the relationship between loneliness and global life satisfaction. The results are discussed in terms of the conceptional context.     

Self-esteem as mediator and moderator of the relationship between loneliness and life satisfaction in adolescents

In this study, the mediator and moderator effects of global self-esteem on the relationship between loneliness and global life satisfaction in adolescents were investigated. The participants were 439 students, between age range of 15–18, who were attending four different high schools in Turkey. Data were collected by using the UCLA loneliness scale, Rosenberg self-esteem scale, and the satisfaction with life scale. Hierarchical regression analysis showed that global self-esteem partially mediated the relationship between loneliness and global life satisfaction. However, global self-esteem did not moderate the relationship between loneliness and global life satisfaction. The results are discussed in terms of the conceptional context.     

Role ambiguity as a moderator of occupational self-efficacy and job satisfaction

Role ambiguity was examined as a moderator of occupational self-efficacy and job satisfaction on the basis of the data obtained from 280 employees of U.S. housing finance agencies in four states. The interaction effect was found to be small but significant. The practical implications of role ambiguity at different levels of occupational self-efficacy were discussed. The value of reducing role ambiguity is higher for those who have low self-efficacy. The theoretical implications of the findings support the inclusion of dispositional and situational interactions in research regarding job satisfaction.     

Locus of control,choice, and satisfaction with an assigned task

P. E. Spector's (1982, Psychological Bulletin, 91, 482–497) hypothesis that under conditions of freedom of choice persons characterized by an internal locus of control will experience greater satisfaction with an undesirable task than persons characterized by an external locus of control is considered in light of distinctions between perceived control and perceived choice. Perceived choice is proposed as an intervening variable implicit in Spector's argument. This reasoning was tested with 46 male and female college student participants in a 2 (Choice) × 2 (Locus of Control) factorial design experiment. An interaction of Choice × Locus of Control on task satisfaction was obtained such that internals tended to be more satisfied when given a choice while externals experienced greater satisfaction when not given a choice. The implications of this result for Spector' hypothesis and for the manner in which undesirable work is assigned are discussed.     

Self-esteem and affect as information

This research tests whether people with high self-esteem are more informed by their emotions than are people with low self-esteem. In Study 1, participants listened to a series of disturbing baby cries, rated how much distress these cries conveyed, and reported their own emotional reactions to the cries. As predicted, the relation between participants' emotional reactions and their cry ratings was strongest at higher levels of self-esteem. In Study 2, self-esteem again determined how strongly participants' own emotional reactions influenced their baby cry ratings, even though esteem was measured weeks before the experiment and even after controlling for social desirability. Study 3 manipulated self-regard and showed that the correlation between participants' emotional reactions and their cry ratings was strong for high-regard participants, moderate for control participants, and weak for low-regard participants. These results suggest that self-esteem serves to validate the informational value of feelings.     

Achievement motivation theory and occupational choice

Two studies are reported which aimed to answer several questions relating to Atkinson's model of achievement motivation. Firstly, how successfully the theory can predict the occupational choices of two different populations and what changes, if any, need to be made to the model to make it more suited to such predictions. Several conceptual errors were found in the theory which make it unsuitable in its present form for predicting occupational choices and suggestions are made as to the possible correction of these. Secondly, a comparison is made between Atkinson's model and the expectancy-valence models currently utilized to describe and predict occupational decision-making. In particular Atkinson's incentive component is contrasted with the valence measure described by expectancy-valence models, and the possible influences of the motive factors (motive to succeed and motive to avoid failure) are considered since these are typically omitted by other models of career choice. Finally, the existence of sex differences in career choice, as well as in the various components of the model are studied and discussed. The changing conceptualization of ‘fear of success’ is also included in this consideration.     

Traditionality of choice and sex-role identification as moderators of the congruence of occupational choice in college women

This study examined the relationship of traditionality of occupational preferences and sex-role orientation to personality-occupational environment congruence in college women. Three-letter Holland personality codes were obtained for each of 184 college women based on same-sex normative scores from the Strong-Campbell Interest Inventory and on scores from the ACT Unisex Interest Inventory (UNIACT). Subjects' occupational preferences were classified as traditional, moderately traditional, or nontraditional based on the percentages of women in the occupation. Scores on the Bern Sex Role Inventory were used to classify subjects into one of four sex-role categories. Results indicated a strong association between congruence and traditionality of choice; women whose choices were in nontraditional career fields were significantly more likely to be making choices congruent with their personality type than were women choosing traditional career fields. Further, while sex-role orientation was not significantly related to either congruence or traditionality, masculine-typed women were most likely to make nontraditional and congruent career choices, while the majority of feminine-typed, androgynous, and undifferentiated women stated preferences for traditional career fields. Implications for the applicability of Holland's congruence postulate to women's vocational behavior are discussed.