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KMID : 0897020150180010045
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Korean Journal of East West Science
2015 Volume.18 No. 1 p.45 ~ p.66
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The Relationship between Locus of control and Job satisfaction on the Performance Evaluation of employees
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Kim Young-Lim
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Abstract
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study has been operated to find out the relationship between Locus of control and Job satisfaction of employees. The object of the study was the group of 355 employees who were evaluated as average in performance evaluation. As the measure of the study, Locus of control measure and Job satisfaction measure were used. This study indicates that the most critical attributes in performance evaluation were, in order of priority, one’s own aptitude, his/her own ability, the evaluation system of the company, the fortune, and the help from the others. Among these factors, the fortune seems to have an inverse relationship with the job satisfaction. In other words, the internal attributes like aptitude and ability affect the job satisfaction the most, while the external attributes including evaluation system of the company and fortune are less influential. Moreover, it could be concluded that, if one attributed his/her job satisfaction more to the fortune, the level of performance satisfaction would be decreased. With the conclusion of this study reflecting the result of Locus of control, the hypothesis, ‘People having a tendency to attribute their performance to internal factors are generally more satisfied with their performance evaluation that those who tend to attribute the performance to external factors’ is proved. In the result of the study, 171 respondents (48%) had an internal locus control and they showed relatively higher job satisfaction than 168 respondents (47%) who had an external locus control. 16 respondents (5%) had a same level of internal and locus control. This result exactly coincides with the theory of Locus control presented by Weiner (1980), which claims that the attributes resulted from cause reasoning affect later performances. Therefore, it would be preferable for a manager to practice an active self-attribute education programs or campaigns, in order to encourage the employees whose performances are below average. This could increase general job satisfaction, which is itself directly related to productivity. The supplementary results from this study are following: First, the group having a royalty toward the company and being satisfied with the result of performance evaluation has a higher job satisfaction than the other. Second, in the job satisfaction, men are generally more satisfied with their performances and credibility of performance evaluation system than women.
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KEYWORD
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attribution, locus of control, performance evaluation, job satisfaction, internal attribution, external attribution, education of reattribution
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