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To what extent do employees' personality traits shape their perceptions of job and life satisfaction? To answer this question, we conducted the largest meta-analysis on the topic to date, summarizing a total of 12,682 correlations among combinations of personality, job satisfaction and life satisfaction. We also sought to refine previous meta-analytic estimates by comparing the effects of personality facets to broad trait domains, while controlling for commensurability of personality measures. The results showed that the Big Five personality traits accounted for about 10% of the variance in job satisfaction, which in turn accounted for 13% of the variance in life satisfaction. Compared with the broad trait domains, personality facets typically accounted for twice as much variance in life satisfaction, with only a minor increase for job satisfaction, which contradicts the typical bandwidth–fidelity heuristic. The results also provided support for a trickle-down or top-down effect, where dispositions affect perceptions of life satisfaction, which then influenced the more specific subdomain of job satisfaction. The results have important implications for researchers and practitioners, suggesting that information is lost when personality facets are overlooked, and that educational and workplace interventions could enhance perceptions of satisfaction for those prone to lower levels of subjective well-being.

Do cultural values enhance financial and subjective well-being (SWB)? Taking a multidisciplinary approach, we meta-analytically reviewed the field, found it thinly covered, and focused on individualism. In counter, we collected a broad array of individual-level data, specifically an Internet sample of 8,438 adult respondents. Individual SWB was most strongly associated with cultural values that foster relationships and social capital, which typically accounted for more unique variance in life satisfaction than an individual's salary. At a national level, we used mean-based meta-analysis to construct a comprehensive cultural and SWB database. Results show some reversals from the individual level, particularly masculinity's facet of achievement orientation. In all, the happy nation has low power distance and low uncertainty avoidance, but is high in femininity and individualism, and these effects are interrelated but still partially independent from political and economic institutions. In short, culture matters for individual and national well-being.

The authors conducted a content analysis of the 193 articles published in the first 10 volumes (1998 to 2007) of Organizational Research Methods (ORM). The most popular quantitative topics are surveys, temporal issues, and electronic/Web research (research design); validity, reliability, and level of analysis of the dependent variable (measurement); and multiple regression/correlation, structural equation modeling, and multilevel research (data analysis). The most popular qualitative topics are interpretive, policy capturing, and action research (research design); surveys and reliability (measurement); and interpretive, policy capturing, and content analysis (data analysis). The authors found upward trends in the attention devoted to surveys and electronic/Web research, interpretive, and action research (research design); level of analysis of the dependent variable and validity (measurement); and multilevel research (data analysis). Implications for training doctoral students, retooling researchers, future research on methodology, the advancement of the organizational sciences, and the extent to which ORM is fulfilling its mission are discussed.

Meta-analysis is the dominant approach to research synthesis in the organizational sciences. We discuss seven meta-analytic practices, misconceptions, claims, and assumptions that have reached the status of myths and urban legends (MULs). These seven MULs include issues related to data collection (e.g., consequences of choices made in the process of gathering primary-level studies to be included in a meta-analysis), data analysis (e.g., effects of meta-analytic choices and technical refinements on substantive conclusions and recommendations for practice), and the interpretation of results (e.g., meta-analytic inferences about causal relationships). We provide a critical analysis of each of these seven MULs, including a discussion of why each merits being classified as an MUL, their kernels of truth value, and what part of each MUL represents misunderstanding. As a consequence of discussing each of these seven MULs, we offer best-practice recommendations regarding how to conduct meta-analytic reviews.