Daniel Heller

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.

Employee well-being: A multilevel model linking work and nonwork domains

In this article, we review recent methodological developments that have enabled conceptual advances addressing intraindividual processes leading to psychological well-being. We contend that the introduction of dynamic assessment methodologies for sampling experiences, feelings, and behaviours on and off the job, together with the implementation of multilevel modelling strategies in organizational research on well-being, should lead to the development of richer models of employee well-being (compared to existing theoretical models). Accordingly, we develop a model of employee well-being that considers both personal and situational predictors, and both work and nonwork well-being indicators, as well as the real-time relationships between well-being antecedents and indicators across these two life spheres.

The Dynamic Spillover of Satisfaction Between Work and Marriage: The Role of Time and Mood

Previous research has indicated important linkages between work and family domains and roles. However, the nature of the dynamic spillover between job and marital satisfaction remains poorly understood. The current study tests both the concurrent and lagged associations between job and marital satisfaction at a within-individual level of analysis using a diary study of 76 fully employed, married adults. The authors further examine the mediating role of mood in this spillover process. Consistent with their hypotheses, findings indicate both a concurrent and a lagged (job to marital and marital to job) job satisfaction-marital satisfaction association at the within-subject level of analysis and lend some support for the mediating role of mood (most notably positive affect) in these associations. The authors hope these findings stimulate new research that uses more complex designs and comprehensive theoretical models to investigate work-family links.

Interpersonal Injustice and Workplace Deviance The Role of Esteem Threat

The authors integrated predictions from the group value model of justice with an esteem threat framework of deviance to examine the within-person relation between interpersonal justice and workplace deviance. Using a moderated-mediation approach, they predicted that daily interpersonal injustice would lower daily self-esteem; daily self-esteem would in turn mediate the effect of daily interpersonal injustice and interact with trait self-esteem in predicting daily workplace deviance. Using 1,088 daily diary recordings from 100 employees from various industries, the results generally support the hypothesized model linking daily interpersonal justice and daily workplace deviance, even when the effects of previously established mediators (i.e., affect and job satisfaction) were controlled for. Theoretical and practical implications of the findings are discussed.

The Good Life of the Powerful: The Experience of Power and Authenticity Enhances Subjective Well-Being

A common cliché and system-justifying stereotype is that power leads to misery and self-alienation. Drawing on the power and authenticity literatures, however, we predicted the opposite relationship. Because power increases the correspondence between internal states and behavior, we hypothesized that power enhances subjective well-being (SWB) by leading people to feel more authentic. Across four surveys representing markedly different primary social roles (general, work, romantic-relationship, and friendship surveys; Study 1), and in an experiment (Study 2a), we found consistent evidence that experiencing power leads to greater SWB. Moreover, authenticity mediated this effect. Further establishing the causal importance of authenticity, a final experiment (Study 2b), in which authenticity was manipulated, demonstrated that greater authenticity directly increased SWB. Although striving for power lowers well-being, these results demonstrate the pervasive positive psychological effects of having power, and indicate the importance of spreading power to enhance collective well-being.

Within-Person Changes in the Structure of Emotion The Role of Cultural Identification and Language

This study explored the within-person dynamic organization of emotion in East-Asian Canadian bicultural individuals as they function in two cultural worlds. Using a diary design, we examined under what conditions their emotional structure resembles that of Westerners or that of East Asians. As predicted, when these bicultural individuals identified with a Western culture or had recently spoken a non-Asian language, their positive and negative affect were inversely associated. When they identified with an Asian culture or interacted in an Asian language, this inverse association disappeared. This study shows that as bicultural individuals identify and communicate with members of one or the other cultural group, they may adopt a culturally congruent phenomenology, including a distinct affective pattern.

The influence of work personality on job satisfaction: incremental validity and mediation effects.

Drawing from recent developments regarding the contextual nature of personality (e.g., D. Wood & B. W. Roberts, 2006), we conducted 2 studies (1 cross-sectional and 1 longitudinal over 1 year) to examine the validity of work personality in predicting job satisfaction and its mediation of the effect of global personality on job satisfaction. Study 1 showed that (a) individuals vary systematically in their personality between roles- they were significantly more conscientious and open to experience and less extraverted at work compared to at home; (b) work personality was a better predictor of job satisfaction than both global personality and home personality; and (c) work personality demonstrated incremental validity above and beyond the other two personality measures. Study 2 further showed that each of the work personality dimensions fully mediated the association between its corresponding global personality trait and job satisfaction. Evidence for the discriminant validity of the findings is also presented.

Selection of strategies for narrowing choice options: Antecedents and consequences

This study investigates the antecedents (task and decision maker characteristics) and consequences (set size and decision quality) of prescreening strategy selection. In Experiment 1 we investigated which strategy, inclusion or exclusion, is more natural for narrowing choices in tasks with a single correct answer; about 70% of the participants selected exclusion. Experiment 2 directly contrasted correct answer tasks with personal judgment tasks, using the same foils for the two tasks. Participants were more likely to use exclusion for items with a correct answer than for personal judgments. In Experiment 3, participants could choose different strategies for different items and rated the difficulty of each item. The greater the perceived difficulty of an item, the more likely participants were to choose an exclusion strategy. In all three experiments exclusion led to larger set sizes, across task type and experimental design. There were no differences in decision quality as a function of strategy selection after correcting for set size. Individual differences based on personality inventories were not found to be good predictors of strategy selection, but had moderate effects on set size for personal judgment tasks. Results are discussed in terms of a status quo bias for adding or deleting options from an initial reference frame.

Life-threatening event reduces subjective well-being through activating avoidance motivation: a longitudinal study.

Drawing on the approach-avoidance theory, we have examined the role of avoidance motivation in explaining the negative effects of a life-threatening event on subjective well-being (SWB). Residents of the south of Israel were surveyed during heavy missile attacks in January 2009 (T1; n = 283), and again after 6 months (T2; n = 212) and 1 year (T3; n = 154). During the missile attacks, we also surveyed a group from the center of the country (T1; n = 102), not exposed to the attacks. The results indicate that avoidance motivation was activated by the life threat and further mediated its detrimental influence on SWB measures (positive/negative affects, anxiety, and subjective health). Moreover, within the southern sample, the drop in avoidance motivation over time mediated the parallel drop in SWB. In contrast to avoidance motivation, approach motivation remained stable over time and was related to positive emotions. The role of avoidance and approach motivations in life-threatening situations is further discussed.

The Power in Being Yourself: Feeling Authentic Enhances the Sense of Power:

Across five experiments (total N = 715), we propose that people can gain a subjective sense of power by being authentic—in other words, state authenticity breeds power. Supporting this, participants reported feeling more powerful when they visualized themselves behaving authentically versus inauthentically (Study 1), or recalled a time when they felt authentic versus inauthentic (Studies 2-4). Studies 3 and 4 revealed that authenticity (vs. inauthenticity) likely drives the authenticity-to-power effect. Finally, Study 5 showed that perceivers infer others’ power and make important downstream judgments (i.e., likelihood of being an effective negotiator and leader), based on others’ authenticity. Importantly, our findings could not be explained by positive affect or by preexisting power differences, and held across diverse situations (e.g., those absent of social pressure). Implications for state authenticity as a strategic means to attain power and for understanding its dynamic nature and effects are discussed.