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The Impact of Core Self-evaluations on Job Satisfaction:

The Mediator Role of Career Commitment

Jiaxi Zhang Qing Wu Danmin Miao Xiaofei Yan Jiaxi Peng

Accepted: 15 April 2013 Springer Science+Business Media Dordrecht 2013

Abstract The present study investigated the impact of core self-evaluations on job sat-

isfaction, with a primary focus on confirmation of the mediator role of career commitment.

Three hundred and twelve male soldiers completed the Core Self-Evaluations Scale, the

Minnesota Satisfaction Questionnaire, and The Chinese Career Commitment Scale. The

results revealed that both career commitment and core self-evaluations were significantly

correlated with job satisfaction. Structural equation modeling indicated that career com-

mitment partially mediated the relationship between core self-evaluations and jobsatisfaction. The final model also revealed a significant path from core self-evaluations to

job satisfaction through career commitment. The findings extended prior reports and shed

light on how core self-evaluations influence job satisfaction; this provides valuable evi-

dence on promoting job satisfaction in non-commercial organizations.

Keywords Core self-evaluations Career commitment Job satisfaction

Mediating effect

1 Introduction

With the development of positive psychology, there has been a remarkable increase in

attention to subjective well-being (SWB), an affective and cognitive evaluation of life

happiness and satisfaction (Campbell et al. 1976; Cummins and Nistico2002). Subjective

J. Zhang Q. Wu D. Miao (&) X. Yan J. Peng (&)

Department of Psychology, Fourth Military Medical University, Chang Le Western Street No. 169,

Xian 710032, Shanxi, China

e-mail: [email protected]

J. Peng

e-mail: [email protected]

Q. Wu

Foreign Language Teaching and Researching Office of Basic Education Department,

Chongqing Communication Institute, Chongqing, China

1 3

Soc Indic Res

DOI 10.1007/s11205-013-0328-5


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well-being cannot be disconnected from affection and cognition in the workplace because a

persons occupation is considered to be one of the most significant life domains, one that

predicts overall well-being and regulates emotions. Job satisfaction, which describes the

feelings or affective state an employee has concerning his/her job and a valuation of the

work or work situation, has been thought to be the most appropriate definition of workplacewell-being (Brief and Roberson 1989; Weiss and Cropanzano 1996; Wright et al. 2007).

This concept plays a very important role in the lives of adults. Many studies have docu-

mented that job satisfaction is positively related to subjective well-being (e.g., Chiu1998;

Schmitt and Bedeian 1982), specifically, individuals with high levels of SWB will have

higher satisfaction in the workplace and show greater positive affect (Suldo and Huebner

2006).

As an important indicator of SWB in workplace, job satisfaction has been thought to

play a key role in the career and life of adults. Many studies have shown that personality

variables such as core self-evaluations, optimism, in addition to other positive emotional

experiences and attitude variables such as career commitment and organizational com-

mitment, could significantly predict a persons level of occupational satisfaction (Bowling

et al. 2008). Accordingly, individuals with high job satisfaction reported less job stress,

more positive relationships with others, and more support from coworkers and families

(Sunal et al. 2011). Moreover those with high job satisfaction stated they had higher

emotional fulfillment and job self-efficacy than those with low job satisfaction, thus they

had less anxiety and depression, higher levels of hope, greater personal control, and overall

better mental health (Sunal et al.2011). The positive effects of job satisfaction were mainly

concentrated in two areas: one was in the workplace itself, such as positive effects on

performance; the other was a beneficial feeling generated by job satisfaction in positivepsychology. A number of studies have documented the positive relationship between job

satisfaction and work performance, which in colloquial wisdom has been stated as a

happy worker is a good worker. (Chen2011; Moret et al.2012). Moreover, the degree to

which ones satisfaction with a job contributes to overall life satisfaction is an important

and well-researched topic in psychological literature. Studies have indicated that job sat-

isfaction is significantly related to life satisfaction, and it has been powerfully argued that

work strongly influences the quality of life, even when researchers control covariates such

as workplace conditions (Sehlen et al.2009; Mastekaasa1984; Zelenski et al.2008). Thus,

it can be concluded that the influence of work on life is pervasive and that life satisfaction

and job satisfaction are mutually reinforcing. Therefore, job satisfaction is of utmostimportance for adults and a vital indicator of individual well-being.

The concept of core self-evaluations (CSE) was initially proposed by Judge et al. (1997)

and defined as a basic assessment that a person makes about his/her ability, competence,

and overall value. It was also seen as a higher order trait comprising four related

dimensions: locus of control, neuroticism, generalized self-efficacy and self-esteem. Core

self-evaluations represented stable personality traits including an individuals subconscious

and fundamental evaluation of him/herself, ones own abilities and own self control.

Literature on CSE has supported a strong relationship with job satisfaction (Judge and

Bono 2001). Both cross-sectional and longitudinal studies found that people who scoredhighly on core self-evaluations were more likely to be satisfied with their occupations. For

example, in a study analyzing three different samples, Judge and Bono (2001) found the

correlation coefficient between job satisfaction and core self-evaluations was significant.

Conducting a meta-analysis of 169 related studies, Judge and Bono (2001) found that the

correlation coefficient between four core dimensions and job satisfaction was 0.26 for

self-esteem, 0.32 for locus of control, 0.24 for neuroticism, and 0.45 for generalized

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self-efficacy, respectively. Moreover, the correlation coefficient was 0.4 when these four

core dimensions were treated as a single, potential core self-evaluations construct. A

longitudinal study conducted by Dormann et al. (2006) also reported that core self-eval-

uations accounted for the trait variance in job satisfaction, and research on Chinese office

workers conducted by Zhang and Du (2011) suggested that core self-evaluation couldaccurately predict job satisfaction and efficacy. Judge and Bono (2001) investigated rea-

sons for the high correlation between core self-evaluations and job satisfaction. Firstly,

core self-evaluation forms the basis for evaluating special circumstances, and therefore, the

higher a persons core self-evaluations, the better his/her feelings towards these circum-

stances would be. The more actively a person engages with life and work, the higher the

job satisfaction. On the other hand, Judge and Bono (2001) suggested that internal job

characteristics play a role as an intermediary between these variables. Internal job char-

acteristics include certain attributes of the job itself, such as importance, complexity,

variance, task feedback, and task positivity, among others. That is to say, an individual

with a positive core self-evaluation has a higher assessment of occupational characteristics

and has a higher return from work, which in turn affects job satisfaction (Judge et al.2005).

Other notable studies have investigated relationships between core self-evaluations and

variables other than job satisfaction. For example, research indicated that the correlation

coefficients were 0.1 (P \ 0.05), 0.32 (P \ 0.01), and 0.52 (P \ 0.01) between core self-

evaluations and salary, job plateau phenomenon, and career commitment, respectively

(Judge et al.1999). In general due to the lack of relevant research, a theoretical framework

to further explain the psychological mechanism of how and why a person with a positive

core self-evaluations has better job satisfaction is needed. In this study we have focused on

career commitment.Career commitment is a variable indicative of employees attitude towards a job (Blau

1985); a persons motivation to work in a chosen vocation (Carson and Bedeian1994). It

describes the willingness or desire of employees to keep their jobs and embodies the

development of personal career goals as well as identification with and involvement in

those goals. The more positive an individuals acceptance of an occupation, the more

willingly that individual will be to take on responsibilities and accomplish workplace

objectives (Collarelli and Bishop 1990). Many studies supported the three-factor theory

described by Allen and Meyer (1990), suggesting that Career commitment should include

fondness for the job itself (affective commitment), evaluation of the cost of changing the

job (continuance commitment), and concerns about the violation of social regulationscaused by job change (normative commitment). In China, Long (2001) has suggested that

the three-factor theory is valid in the Chinese cultural background. A number of studies

have provided evidence for the positive relationship between career commitment and job

satisfaction, even when researchers control covariates such as gender, age, race etc. (e.g.,

Wiener and Vardi 1980; Duffy et al. 2011). Career commitment was considered as an

important independent variable for job satisfaction because individuals with extremely low

career commitment would rarely expend much energy or set high goals at work, and thus

would get less return from their occupations, which would significantly exacerbate their

psychological dissatisfaction (Murphy et al. 2008).Previous studies have provided adequate evidence confirming the relationships between

two factors, for example: CSE and job satisfaction, CSE and career commitment, career

commitment and job satisfaction. However, further investigation is needed to elucidate the

trilateral relations among these factors. Firstly, it is necessary to test the concurrent effect

of core self-evaluations and career commitment on job satisfaction from a comprehensive

perspective incorporating the relationships among the three highly related variables. To our

The Impact of Core Self-evaluations on Job Satisfaction

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knowledge, no study has examined the mediator effect of career commitment on the

relationship between CSE and job satisfaction; the present study was designed to fill this

gap. We hypothesized that career commitment would mediate the impact of core self-

evaluations on job satisfaction. Secondly, there was an important limitation in previous

studies in that, although examination of the relationships among core self-evaluations,career commitment, and job satisfaction had been conducted in commercial organizations,

the relationship between these factors in nonprofit, non-commercial, or governmental

organizations had not been investigated. In this study, we examined the trilateral rela-

tionship among CSE, career commitment, and job satisfaction in Chinese soldiers. In

China, members of the military are not eligible to receive bonuses, and this allows us a

degree of control over extra variables related to performance. Finally, most research in this

area has been conducted in cultures that place an emphasis on individualism. In order to

examine the universality of these findings it is necessary to investigate the relationships

between the factors mentioned above in cultures, such as China, that place importance on

collectivism. In summary, the current study aimed to test the mediation effect of career

commitment between core self-evaluations and job satisfaction in a Chinese governmental

organization and to provide meaningful evidence for external validity of previous findings.

2 Method

2.1 Participants and Procedure

Participants were 312 male soldiers from two infantry units in China. The ages of soldiers

ranged from 18 to 25, with a mean of 19.84 (SD = 1.67). At the time of the study the

soldiers had served in the army for 2460 months. Participants completed the question-

naires in a classroom environment. All participants obtained informed consent before

completing the measures. Participants were told that they were engaging in a psychological

investigation in which there were no correct or incorrect answers. We distributed 314

questionnaires, all of which were collected. Data of 2 soldiers was excluded since they

failed to finish all the questions. Participants received 5 in compensation.

2.2 Instruments

2.2.1 Core Self-Evaluations Scale (CSES)

The Core Self-Evaluations Scale (CSES), developed by Judge et al. (2003), is a 12-items

self-report measure of core self-evaluations. Items are rated from 1 (strongly disagree) to 5

(strongly agree). Examples of items include: I am confident I get the success I deserve in

life; Sometimes when I fail I feel worthless. Scale scores are the sum of items with

reverse coding of relevant items. In this study, the Cronbach alpha coefficient for the CSES

was 0.738.

2.2.2 Minnesota Satisfaction Questionnaire (MSQ)

The Minnesota Satisfaction Questionnaire (short form), developed by Weiss et al. (1967),

is a 20-item self-report measure of job satisfaction. Items are rated from 1 (strong dis-

satisfaction) to 5 (strong satisfaction). The total scores range from 20 (low level of job

satisfaction) to 100 (high level of job satisfaction). An example of an item from this form is

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a ranking of the chance to try out some of my own ideas. In the present study, the

Cronbach alpha coefficient for the CSES was 0.893.

2.2.3 Chinese Career Commitment Scale (CCCS)

The Chinese Career Commitment Scale developed by Long (2001) is based on the Three

factors theory of Career Commitment suggested by Meyer et al. (1993). The CCCS

consists of 16 items rated from 1 (strongly disagree) to 5 (strongly agree). Examples of

items include: I am proud of my occupation, Everyone should be loyal to his/her

workplace, so I shouldnt take changing my job lightly. The scale has been widely used in

Chinese populations and proven to have good validity and reliability. In this study, the

Cronbach alpha coefficient for the CCCS was 0.810.

2.3 Data Analysis

To be sure of the structural relations of the latent structured model, a two-step procedure

introduced by Anderson and Gerbing (1988) was adapted to analyses the mediation effect.

Firstly, the measurement model was tested to assess the extent to which each of the three

latent variables was represented by its indicators. If the confirmatory measurement model

can be accepted, then the maximum likelihood estimation would be used to test the

structural model in AMOS 17.0 program.

In order to control the inflated measurement errors due to multiple items for the latent

variable and to improve the reliability and normality of the resulting measures (Nasser-Abu

Alhija and Wisenbaker2006a,b), three item parcels were created for core self-evaluationsand job satisfaction with the factorial algorithm proposed by Rogers and Schmitt ( 2004).

The procedure of creating the item parcels was conducted as follow: factor analysis of the

item in each variable was calculated firstly, next factor loading of each item was sorted in

descending order, then all the items were assigned to three parcels in turns according to

different factor loading. The method can get almost equal factor loading in each parcel.

The value of the parcel used as an indicator or observed variable which was the average

scores of several conceptually similar items.

The following four indices were used to evaluate the goodness of fit of the model (Hu

et al. 1999; Kline 2005): (a) Chi square statistic (2), 2/df, (b) the Standardized RootMean Square Residual (SRMR), (c) the Root Mean Square Error of Approximation

(RMSEA), and (d) the Comparative Fit Index (CFI). In this study, a model was considered

to have a good fit if all the path coefficients were significant at the level of 0.05, SRMR

was below 0.08, RMSEA was below 0.08, and CFI was 0.95 or more.

3 Results

3.1 Measurement Model

Confirmatory factor analysis was used to exam whether the measurement model fit the

sample data adequately or not. The measurement model included three latent constructs

(job satisfaction, core self-evaluations and career commitment) and 9 observed variables.

An initial test of the measurement model came into being a very satisfactory fit to the data:

2 (21, N = 310) = 59.843,P \ 0.001; RMSEA = 0.070, [0.046, 0.094]; SRMR = 0.039;

And CFI = 0.968. All the factor loadings for the indicators on the latent variables were


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significant (P \ 0.001), indicating that all the latent constructs were well represented by

their indicators. Furthermore, as shown in Table1, intercorrelations of all the latent var-

iable, that was core self-evaluations (CSE), job satisfaction (JS) and career commitment

(CC) were significantly correlated with each other.

3.2 Structural Model

In the first step, the direct effect of the predictor variable (CSE) on the dependent variable (JS)

without mediators was tested. The directly standardized path coefficient was significantly,

=0.484, [0.360, 0.613], P = 0.002. Then, a partially-mediated model (model 1) whichcontained mediators (career commitment) and a direct path from CSE to JS was tested. The

results showed that the model not very good fit to the data, 2 (21, N =310) =59.359,P \ 0.001; RMSEA = 0.09, [0.054, 0.116]; SRMR = 0.046; and CFI = 0.969. However,

examination of parameter estimates can be found that the standardized path coefficient from

CSE to JS, from CSE to CC, and from CC to JS were all significant. Thus, according to the

modification indices in the model 1, model 2 was created by add the correlations of residual

terms between CSE1 and JS3, CSE1 and JS2, CSE2 and COC.

After adding the correlations of the residual terms, the final meditational model, as

shown in Fig.1, was analyzed. The final meditational model showed a very good fit to the

data according to the following indices: 2 (20, N = 310) = 50.540, P \ 0.001;RMSEA = 0.06, [0.046, 0.074]; SRMR = 0.029; and CFI = 0.977. Taken together, those

results showed the important role of career commitment in the relationship between CSE

and job satisfaction. CSE contributed to job satisfaction through career commitment

indicating that soldiers were more probable to put more energy and set high goal in theirjob, which may increase their job satisfaction. The effect of CSE on job satisfaction

through career commitment was 48.6 %.

The mediating effect of career commitment between CSE and job satisfaction was

tested for a significance by adopted the Bootstrap estimation procedure in AMOS (a

bootstrap sample of 1,500 was specified). The reason for the boot-strapping approach is

that the indirect effect estimates which are the products of direct effects may not follow the

normal distribution. Thus, the standard error estimates and confidence intervals calculated

based on the assumption of normal distribution will usually be inaccuracy, and it will be

powerless for the statistical tests of indirect effect to be assumed on the normal distribution

assumption (Mackinnon et al.2004). Mackinnon et al. (2004) suggested that the bootstrap

method yields the most accurate confidence intervals for indirect effects. Table 2showed

the indirect effects and their associated 95 % confidence intervals. As shown in Table2,

CSE had significant direct effect on JS, the direct effect of CSE on CC was significant and

the effect of CC on JS was also significant. The indirect effect of CSE on JS through CC

was also significant.

Table 1 Inter-correlations between four latent variables

M SD CSE JS CC

CSE 3.22 0.54 1

JS 3.50 0.47 0.43** 1CC 3.47 0.54 0.16** 0.54** 1

N =310. All correlation coefficients are significant at P \ 0.01

* P \ 0.05, ** P \ 0.01, *** P \ 0.001

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4 Discussion

The present study investigated the concurrent effect of core self-evaluations and career

commitment on job satisfaction, and further examined the mediator effect of career

commitment for the relationship between core self-evaluations and job satisfaction of

Chinese soldiers. This study found that there was a positive relationship between CSE and

job satisfaction in these members of the military, which suggested that Chinese soldiers

with higher CSE were more likely to have higher job satisfaction. The result is in

accordance with previous reports conducted in commercial organizations (Judge and Bono

2001; Bhargava and Baral2009). Similar to employees or managers in other fields, soldiers

who had relatively lower core self-evaluations usually had negative primary evaluations

about their capabilities and values, which would result in low satisfaction with their jobs or

even military careers. As previously mentioned, core self-evaluations represent a higher-

CSE

CSE1 CSE2 CSE3

CC

COC EC NC

JS

JS1

JS2

JS3

0.78**

0.

16**

Fig. 1 The final structural model (N = 310). Note: Factor loadings are standardized. CSE core self-

evaluations,CSE1CSE3 three parcels of core self-evaluations, JS job satisfaction, JS1JS3three parcels

of job satisfaction,CCcareer commitment,COCcost commitment,ECemotional commitment, NCnormal

commitment. ** P \ 0.01

Table 2 Direct and indirect effects and 95 % confidence intervals for the final model

Model pathways Estimated effect 95 % CI

Lower bonds Up bonds

Direct effect

CSE CC 0.158a 0.038 0.272

CSE JS 0.402a 0.319 0.488

CC JS 0.540a 0.443 0.624

Indirect effect

CSE CC JS 0.032a 0.012 0.118

a Empirical 95 % confidence interval does not overlap with zero


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level factor of introversion-extroversion, self-esteem, neuroticism, and locus of control

(Judge et al. 1997). A considerable amount of research has documented that extraversion,

neuroticism, self-esteem, and sense of control are powerful factors in forecasting subjective

well-being (DeNeve and Cooper 1998; Furnham and Cheng 2000; MeCrae and Costa

1991; Costa and MeCrae1980). It was not difficult to understand that job satisfaction assubjective well-being in workplace has a positive correlation with CSE. The importance of

this finding was that it provided meaningful evidence for external validity of the rela-

tionship between CSE and job satisfaction in non-commercial organizations in a

collectivist cultural setting. The positive relationship of the two may be independent of

exogenous rewards such as payment, bonuses, benefits, and the like.

Another finding of the present study was that the structural model supported the

mediation effect of career commitment between CSE and job satisfaction, that is to say, the

path from CSE to job satisfaction through career commitment was significant. Here, the

mediating role of career commitment provided new insight into the relationships among

CSE, career commitment, and job satisfaction. Prior research has found CSE to be posi-

tively related with employees salary, career commitment, and capacity to cope with

organizational changes (Judge et al.1997; Judge and Bono2001). Amy and Chockalingam

(2005) found that career commitment could significantly predict job satisfaction; we may

be able to demonstrate that these factors are related to each other. In the current study, we

expanded on previous research and confirmed that career commitment could mediate the

impact of CSE on job satisfaction. Investigating trilateral relations among factors at the

same time may allow a more distinct picture of the interconnections in these relationships.

From another prospective, path analyses showed that career commitment functioned as

a partial mediator between CSE and job satisfaction, which indicated that career com-mitment was an important factor in job satisfaction. This result suggested that soldiers with

high CSE were more likely to set higher goals and make greater efforts at work, which may

bring endogenous rewards and higher job satisfaction. In other words, soldiers with higher

self-esteem, extroversion, sense of control, and less emotional stress were more likely to be

loyal to and satisfied with their jobs. That is to say, a confident soldier is likely to be a

loyal soldier and a happy soldier. This has very important applications in modern

career management. In order to be more satisfied with an occupation, individuals should

show high self-efficacy, locus of control, and self-esteem to strengthen core self-evalua-

tions, and individuals may put more energy and set higher goals to strengthen career

commitment. Moreover job satisfaction is not only the way to achieve greater perfor-mance; the goals that individuals set also contribute to this function. These factors coincide

with theories of positive psychology (Seligman et al. 2005). In detail, according to the

advocates of positive psychology, it is very important for us to focus on employee career

commitment and CSE, and this means that we should adopt interventions that promote

career commitment and CSE to enhance job satisfaction among members of the Chinese

military.

Our study has limitations. It is a cross-sectional study, which would obstruct estab-

lishing any causal relationships among the variables. Interpretation of the mediation

analyses results on cross-sectional data should treated with caution. Future longitudinal orexperimental studies should facilitate more causal evaluations. Another limitation is that

the subjects are quite distinct; there were several advantages for recruiting male soldiers as

participants. Firstly, their incomes were fixed and equivalent so we could exclude con-

founding factors of bonuses, benefits, etc. Secondly, the impact of gender on CSE, career

commitment and job satisfaction can be eliminated as well. However, these factors may

decrease the external validity of the study.

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Although there are some limitations, this study extends our insight into the underlying

mechanisms between core self-evaluations and job satisfaction. Additionally, through an

examination of career commitment we can see a significant path from core self-evaluations

to job satisfaction that sheds light on the complex relationships among these variables. In

conclusion, this study has provided new evidence on the trilateral relationship among CSE,career commitment, and job satisfaction. CSE serves as a protective factor through career

commitment, which can have a beneficial effect on job satisfaction. Thus, to improve

soldiers job satisfaction, we should adopt interventions that primarily focus on increasing

positive self-evaluations.

Acknowledgments This work was supported by a grant from the National High Technology Research and

Development Program of China (863 Program, No. 2008AA021202).

Appendix

The Core Self-evaluations Scale (CSES)

Instructions: Below are several statements about you with which you may agree or

disagree. Indicate your agreement or disagreement with each item.

Strongly

disagree

Disagree Neutral Agree Strongly

agree

1. I am confident I get the success I deserve in life 1 2 3 4 5

2. Sometimes I feel depressed 1 2 3 4 5

3. When I try, I generally succeed 1 2 3 4 5

4. Sometimes when I fail I feel worthless 1 2 3 4 5

5. I complete tasks successfully 1 2 3 4 5

6. Sometimes, I do not feel in control of my work 1 2 3 4 5

7. Overall, I am satisfied with myself 1 2 3 4 5

8. I am filled with doubts about my competence 1 2 3 4 59. I determine what will happen in my life 1 2 3 4 5

10. I do not feel in control of my success in my career 1 2 3 4 5

11. I am capable of coping with most of my problems 1 2 3 4 5

12. There are times when things look pretty bleak and

hopeless to me

1 2 3 4 5

Minnesta Satisfaction Questionnaire (MSQ)

Ask yourself: How satisfied am I with this aspect of my job?

Very Sat. means I am very satisfied with this aspect of my job.

Sat. means I am satisfied with this aspect of my job.

N Means I cant decide whether I am satisfied or not with this aspect of my job.

Dissat.means I am dissatisfied with this aspect of my job.

Very Dissat. means I am very dissatisfied with this aspect of my job.


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Very dissat. Dissat. N Sat Very sat.

1. Being able to keep busy all the time 1 2 3 4 5

2. The chance to work alone on the job 1 2 3 4 5

3. The chance to do different things from time to time 1 2 3 4 54. The chance to be somebody in the community 1 2 3 4 5

5. The way my boss handles his/her workers. 1 2 3 4 5

6. The competence of my supervisor in making decisions 1 2 3 4 5

7. Being able to do things that dont go against my conscience 1 2 3 4 5

8. The way my job provides for steady employment 1 2 3 4 5

9. The chance to do thing for other people 1 2 3 4 5

10. The chance to tell people what to do 1 2 3 4 5

11. The chance to do something that makes use of my abilities 1 2 3 4 5

12. The way my company policies are put into practice 1 2 3 4 513. My pay and the amount of work I do 1 2 3 4 5

14. The chances for advancement on this job 1 2 3 4 5

15. The freedom to use my own judgment 1 2 3 4 5

16. The chance to try my own methods of doing the job 1 2 3 4 5

17. The working conditions 1 2 3 4 5

18. The way my co-worker get along with each other 1 2 3 4 5

19. The praise I get for doing a good job 1 2 3 4 5

20. The feeling of accomplishment I get from the job 1 2 3 4 5

Chinese Career Commitment Scale (CCCS)

Instructions: Below are several statements about your attitude to job with which you may

agree or disagree. Indicate your agreement or disagreement with each item.

Strongly

disagree


agree

1. Continuing with my current job, believing that everyone

should be committed to his/her career

1 2 3 4 5

2. Continuing with my current job believing everyone


1 2 3 4 5

3. Be passionate about my current job 1 2 3 4 5

4. One should love what one does 1 2 3 4 5

5. Though it is beneficial to quit my current job, it is still

not a good idea

1 2 3 4 5

6. Continuing with my current job environment and

conditions makes it easier to realize my dream

1 2 3 4 5

7. My current job can provide sufficient space for

development and better realization of self-value

1 2 3 4 5

8. My current job can help me improve my work capability 1 2 3 4 5

9. My current job provides an opportunity for me to do

what I am interested in doing

1 2 3 4 5

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Appendix continued

Strongly

disagree


agree

10. If quitting my current job will cause great loss ofwelfare benefits, such as housing, advantages in

childrens schooling, and retirement insurance

1 2 3 4 5

11. Continuing with my current job, believing that

everyone should be committed to his/her career

1 2 3 4 5

12. Continuing with my current job believing everyone


1 2 3 4 5

13. Be passionate about my current job 1 2 3 4 5

14. One should love what one does 1 2 3 4 5

15. Though it is beneficial to quit my current job, it is

still not a good idea

1 2 3 4 5

16. My current job environment and conditions makes

it easier to realize my dream

1 2 3 4 5

Chinese Vision of the Core Self-evaluations Scale

,

1.

2.

3.

4.

5.

6. ,

7. ,

8.

9.

10.

11.

12.

Chinese Vision of Minnesta Satisfaction Questionnaire

,

1.

2.

3.

4.

5.

6.


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Appendix continued

7.

8. 9.

10.

11.

12.

13.

14.

15.

16.

17. 18.

19.

20.

Chinese Vision of Chinese Career Commitment Scale

,,

1. ,

2.

3.

4.

5. ,

6.

7. ,

8.

9.

10. ,,

11.

12.

13. ,,

14. ,

15.

16. ,

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