The dispositional approach to job satisfaction: more than a mirage, but not yet an oasis

By Barry M. Staw, Yochi Cohen-Charash. 2005

223 citations recorded by the source corpus.

Subfields: Organizational Behavior and Human Resource Management, Social Psychology

View Paper: https://www.semanticscholar.org/paper/f590b1ba044601144880cdc92f092883cfd24611

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In Organizational Behavior and Human Resource Management

In Social Psychology

Citations in the corpus

How to Think About and Measure Psychological Well-Being (2012, background): “…scale, call for more reflection and mental processing than do affects – attending to and remembering particular elements and episodes, interpreting, evaluating and integrating what is recalled, and perhaps making comparisons with other people or other jobs (e.g., Staw & Cohen-Charash, 2005).”
Shaping tasks and relationships at work: Examining the antecedents and consequences of employee job crafting (2007, background): “…factors, such as characteristics of the job itself or the social context of work, or that the experience of work is predetermined by individual dispositional traits or personality characteristics (Hackman & Oldham , 1976; Salancik & Pfeffer, 1978; Staw & Ross, 1985; Staw & Cohen-Charash, 2005).”
The mediating and moderating role of burnout and emotional intelligence in the relationship between organizational justice and work misbehavior (2017, background): “Such investigation would contribute to the long-standing debate on the effects of environmental and internal factors on work behaviors (Staw & Cohen-Charash, 2005).”
Refining the relationship between personality and subjective well-being. (2008, background): “As Staw and Cohen-Charash (2005) review, organizations often represent strong situations, especially in the common”
Employee well-being: A multilevel model linking work and nonwork domains (2007, background): “Paralleling the literature on general well-being (see Heller, Watson, & Ilies, 2004 ), there is empirical evidence supporting both situational (eg, Fried & Ferris, 1987 ) and dispositional (Judge, Heller, & Mount, 2002 ; Staw & Cohen-Charash, 2005 ) influences on job satisfaction.”
Industrial and Organizational Psychology (2010, methodology): “[15][16] The strongest factor predicting bullying behavior seems to be exposure to incidents of bullying.[15] This suggests that bullying is a cascading problem that needs to be curtailed in its earliest stages.”
Why Does Affect Matter in Organizations (2007, background): “Most studies of affect and work-related performance have examined employees’ dispositional affect (see Staw & Cohen-Charash, 2005 for a review).”
Goal orientation and organizational commitment: Individual difference predictors of job performance (2010, background): “Studies suggest that if individuals are consistent in their job satisfaction, then the source of this consistency would likely predict job attitude and performance (Staw and Cohen-Charash, 2005).”