Self-Evaluation

Judge et. al. hypothesized that the way people choose goals could be a psychological mechanism that linked core self-evaluations to job satisfaction (2005, p. 257). Their review of the research led them to theorize that people who perceived themselves positively were more likely to pursue goals that moved them to a positive state and were happier than individuals who chose goals primarily to avoid negative results (2005, p. 257). The purpose of the study detailed in the article was to test a model that brought together the core self-evaluations model and the self-concordance model (2005, p. 258). Essentially, Judge et. al. were attempting to establish that the "common core" of th

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nizational and occupational commitment and career saliency, and found modest positive correlations with outcome variables such as performance and satisfaction (2005, p. 241). However, the authors contended that the evolution and globalization of the workplace had since increased, and would continue to increase, employees' multiple forms and bases for commitment. Thus, they argued there was a need to investigate the relationships between these multiple commitment forms as a means of enhancing the validity of measures of work commitment to predict workplace behaviors (2005, p. 242). The authors noted the two general theoretical approaches to investigations of multiple forms of commitment. The conflict approach, which begins from the conflict between competing forms of commitment, and the compatibility or social exchange process approach, which contends that an individual's work life is a holistic unit (2005, p. 242). However, they also noted that these approaches were limited to evaluations of two forms of commitment only, occupational and organizational. Thus, the purpose of the study discussed in the article was to review the literature in the past decade to create a new taxonomy of commitment forms beyond the traditional dualist
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Approximate Word count = 1384
Approximate Pages = 6 (250 words per page)

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