This study examines the relationship between core self-evaluations, job characteristics, and job satisfaction. Core self-evaluations, which include self-esteem, generalized self-efficacy, locus of control, and low neuroticism, were hypothesized to influence job satisfaction through both job characteristics and job complexity. Two studies were conducted to test this model. Study 1 supported the model but suggested alternative models also fit the data well. Study 2 found that core self-evaluations measured in childhood and early adulthood were linked to job satisfaction in middle adulthood, with job complexity mediating part of this relationship. Research has shown that individual dispositions, such as affective temperament, influence job satisfaction. Studies suggest that job satisfaction may have a genetic basis, and that psychological processes, such as affective temperament, influence job satisfaction. Judge et al. (1997) proposed that core self-evaluations, which are fundamental assessments of oneself, influence job satisfaction through perceptions of job characteristics. In Study 1, individuals with positive self-evaluations were more likely to report higher job satisfaction, and job characteristics mediated this relationship. However, the study's findings were limited by using only perceptual measures of job characteristics. Job complexity, which is not perfectly reflected by perceptual measures, may also influence job satisfaction. The study suggests that positive self-evaluations may lead to more challenging job perceptions, but not necessarily to more complex jobs. Study 2 used longitudinal data to test the model. It found that core self-evaluations measured in childhood and early adulthood were linked to job satisfaction in middle adulthood, with job complexity mediating part of this relationship. The study also found that job complexity was related to perceived job characteristics and job satisfaction. The study hypothesized that core self-evaluations are linked to job complexity and perceived job characteristics, which in turn influence job satisfaction. The results supported these hypotheses, showing that core self-evaluations had a significant relationship with job characteristics and job complexity, and that job complexity had an indirect relationship with job satisfaction through perceived job characteristics. The study also found that job characteristics were strongly related to job satisfaction. Overall, the study supports the idea that core self-evaluations influence job satisfaction through job characteristics and job complexity.This study examines the relationship between core self-evaluations, job characteristics, and job satisfaction. Core self-evaluations, which include self-esteem, generalized self-efficacy, locus of control, and low neuroticism, were hypothesized to influence job satisfaction through both job characteristics and job complexity. Two studies were conducted to test this model. Study 1 supported the model but suggested alternative models also fit the data well. Study 2 found that core self-evaluations measured in childhood and early adulthood were linked to job satisfaction in middle adulthood, with job complexity mediating part of this relationship. Research has shown that individual dispositions, such as affective temperament, influence job satisfaction. Studies suggest that job satisfaction may have a genetic basis, and that psychological processes, such as affective temperament, influence job satisfaction. Judge et al. (1997) proposed that core self-evaluations, which are fundamental assessments of oneself, influence job satisfaction through perceptions of job characteristics. In Study 1, individuals with positive self-evaluations were more likely to report higher job satisfaction, and job characteristics mediated this relationship. However, the study's findings were limited by using only perceptual measures of job characteristics. Job complexity, which is not perfectly reflected by perceptual measures, may also influence job satisfaction. The study suggests that positive self-evaluations may lead to more challenging job perceptions, but not necessarily to more complex jobs. Study 2 used longitudinal data to test the model. It found that core self-evaluations measured in childhood and early adulthood were linked to job satisfaction in middle adulthood, with job complexity mediating part of this relationship. The study also found that job complexity was related to perceived job characteristics and job satisfaction. The study hypothesized that core self-evaluations are linked to job complexity and perceived job characteristics, which in turn influence job satisfaction. The results supported these hypotheses, showing that core self-evaluations had a significant relationship with job characteristics and job complexity, and that job complexity had an indirect relationship with job satisfaction through perceived job characteristics. The study also found that job characteristics were strongly related to job satisfaction. Overall, the study supports the idea that core self-evaluations influence job satisfaction through job characteristics and job complexity.