Editing Job satisfaction (section)

=== Dispositional approach ===
The dispositional approach suggests that individuals vary in their tendency to be satisfied with their jobs, in other words, job satisfaction is to some extent an individual trait.<ref>{{cite journal | last1 = Staw | first1 = B. M. | last2 = Bell | first2 = N. E. | last3 = Clausen | first3 = J. A. | year = 1986 | title = The dispositional approach to job attitudes: A lifetime longitudinal test | journal = Administrative Science Quarterly | volume = 31 | issue = 1| pages = 56–77 | doi=10.2307/2392766| jstor = 2392766 }}</ref> This approach became a notable explanation of job satisfaction in light of evidence that job satisfaction tends to be stable over time and across careers and jobs.<ref>{{cite journal | last1 = Staw | first1 = B. M. | last2 = Cohen-Charash | first2 = Y. | year = 2005 | title = The dispositional approach to job satisfaction: More than a mirage, but not yet an oasis: Comment | journal = Journal of Organizational Behavior | volume = 26 | issue = 1| pages = 59–78 | doi=10.1002/job.299}}</ref> Research also indicates that identical twins raised apart have similar levels of job satisfaction.<ref name="Job satisfaction: Environmental and">{{cite journal | last1 = Arvey | first1 = R. D. | last2 = Bouchard | first2 = T. J. | last3 = Segal | first3 = N. L. | last4 = Abraham | first4 = L. M. | year = 1989 | title = Job satisfaction: Environmental and genetic components | journal = Journal of Applied Psychology | volume = 74 | issue = 2| pages = 187–192 | doi=10.1037/0021-9010.74.2.187}}</ref>

A significant model that narrowed the scope of the dispositional approach was the [[Core self-evaluations|Core Self-evaluations Model]], proposed by Timothy A. Judge, Edwin A. Locke, and Cathy C. Durham in 1997.<ref name=Judge1997>{{cite journal | last1 = Judge | first1 = T. A. | last2 = Locke | first2 = E. A. | last3 = Durham | first3 = C. C. | year = 1997 | title = The dispositional causes of job satisfaction: A core evaluations approach | journal = Research in Organizational Behavior | volume = 19 | pages = 151–188 }}</ref> Judge et al. argued that there are four core self-evaluations that determine one's disposition towards job satisfaction: [[self-esteem]], general [[self-efficacy]], [[locus of control]], and [[neuroticism]]. This model states that higher levels of self-esteem (the value one places on oneself) and general self-efficacy (the belief in one's own competence) lead to higher work satisfaction. Having an internal locus of control (believing one has control over one's own life, as opposed to outside forces having control) leads to higher job satisfaction. Finally, lower levels of neuroticism lead to higher job satisfaction.<ref name="Judge1997"/><ref>[https://dailyscrawl.com/self-work-satisfaction/ "dailyscrawl", job satisfaction, October 19, 2019]</ref>