A person-environment congruence approach to work-leisure relationships

Empirical research on work-leisure relations has generally focused on testing the relative merits of the spillover, compensatory, and segmentation hypotheses. As a departure from this narrow approach, the present research was conducted to determine the interrelationships among personality, job, leisure activity, job satisfaction, and leisure satisfaction using Holland\u27s hexagonal model as a basis for measurement and interpretation. A sample of 371 adults employed in a wide variety of occupations completed a set of four questionnaire measures: the Self-Directed Search, the Minnesota Satisfaction Questionnaire, the Leisure Activities Blank, and the Leisure Satisfaction Scale. Using Iachan\u27s method, comparisons of each subject\u27s three-letter Holland (RIASEC) job, leisure, and personality codes yielded quantitative indices of person-job, person-leisure, and job-leisure congruence. Results indicated that job and leisure satisfaction were positively correlated, but this relationship was not moderated by the fit between job and leisure activity. Unlike job satisfaction, leisure satisfaction was shown to be significantly related to personality type, job, leisure type, and job-leisure congruence. Although significant levels of person-job, person-leisure, and job-leisure congruence existed, the degree of fit between job and personality was unrelated to that between personality and leisure activity. Personality type differentiated levels of person-job and person-leisure congruence, and the degree of fit between subjects\u27 work and leisure was strongly related to the type of work engaged in. These results raise questions about the nature of the congruence construct and the assumed correspondence between the work and nonwork realms of life

Job Satisfaction and Job Performance: A Meta-Analysis

The assumption that job satisfaction and job performance are related has much intuitive appeal, despite the fact that reviewers of this literature have concluded there is no strong pervasive relation between these two variables. The present meta-analytic study demonstrates that (a) the best estimate of the true population correlation between satisfaction and performance is relatively low (.17); (b) much of the variability in results obtained in previous research has been due to the use of small sample sizes, whereas unreliable measurement of the satisfaction and performance constructs has contributed relatively little to this observed variability in correlations; and (c) nine research design characteristics of a study are only modestly related to the magnitude of the satisfaction-performance correlation that will be obtained. In view of these findings, some of the major substantive and research implications of the job satisfaction-job performance relation are discussed