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

By T. Judge, J. Bono, Edwin A. Locke. Journal of Applied Psychology, 2000

1,197 citations recorded by the source corpus.

Subfields: Clinical Psychology, Social Psychology

View Paper: https://www.semanticscholar.org/paper/b6d0efc13c76ed9d625d44a9b56e37e7b6569077

How researchers see this paper

The researchers whose trusted networks rank it highest, strongest advocate first. Every researcher gets a different order.

In Clinical Psychology

In Social Psychology

Citations in the corpus

Does self-efficacy matter for burnout and sickness absenteeism? The mediating role of demands and resources at the individual and team levels (2013, background): “From a slightly different perspective, Judge, Bono, and Locke (2000) found that individuals with higher positive core-self evaluations (a higher order construct that includes self-efficacy) had a more positive perception of job characteristics.”
Dispositional Affect and Job Satisfaction: A Review and Theoretical Extension (2001, result): “Judge, Bono, and Locke (2000) found that core self-evaluations correlated .41 ( p , .01) with job satisfaction when both constructs were self-reported and .19 ( p , .05) when core self-evaluations were reported by significant others.”
Authentic Leadership: Development and Validation of a Theory-Based Measure† (2008, methodology): “The scale is reliable and has recently been used by Judge and colleagues (Bono & Judge, 2003; Judge, Bono, & Locke, 2000; Judge & Colquitt, 2004).”
Noncognitive Skills, Occupational Attainment, and Relative Wages (2009, background): “Positive core self evaluations (including high self-efficacy), for example, are positively correlated with accepting more challenging jobs (Judge et al., 2000), better job performance (Judge and Bono, 2001), and an ability to translate early advantage into later economic success (Judge and Hurst,…”
Implications of core self-evaluations for a changing organizational context (2011, background): “Thus, people with high core self-evaluations take on jobs that are perceived as being challenging, rewarding, and which society perceives as “high status” because they think that they will succeed in these roles (Judge et al., 2000), and doing so serves to confirm their positive self-image.”
A new occupational self-efficacy scale and its relation to personality constructs and organizational variables (2002, methodology): “77 in a study by Judge et al. (2000). In consideration of these results we expect OCCSEFF and self-esteem to be positively but somewhat lower related, i.”
Antecedents and consequences of job satisfaction in the hotel industry (2010, background): “The third examines job satisfaction in terms of the temperament of employees, which is affected by individual traits (Judge et al., 1998, 2000; Dormann and Zapf, 2001; Judge and Bono, 2001; Schyns and Croon, 2006).”