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Self-discrepancy theory explains how people compare their actual self to their ideal and ought selves and how mismatches between these self-guides can lead to emotional distress. Developed by E. Tory Higgins, the theory distinguishes among three components of self-concept: the actual self, the ideal self, and the ought self. These refer respectively to how individuals perceive themselves, how they aspire to be, and how they believe they are obligated to be. Emotional well-being, self-esteem,...
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When we hold a stereotype about a person, we have expectations that he or she will fulfill that stereotype. A self-fulfilling prophecy is an expectation held by a person that alters his or her behavior in a way that tends to make it true. When we hold stereotypes about a person, we tend to treat the person according to our expectations. This treatment can influence the person to act according to our stereotypic expectations, thus confirming our stereotypic beliefs. Research by Rosenthal and...
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Related Experiment Video

Updated: Apr 15, 2026

The Joint Effect of Social Comparison and Social Distance on Evaluation of Intertemporal Choice Outcomes in Event-related Potential Studies
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Job dissatisfaction: what are the consequences?

D Henne1, E A Locke

  • 1University of Maryland, USA.

International Journal of Psychology : Journal International De Psychologie
|March 31, 2015
PubMed
Summary

Job dissatisfaction has many psychological and behavioral outcomes, but no single consequence is guaranteed. This review proposes a framework for understanding these varied effects in industrial psychology research.

Area of Science:

  • Industrial Psychology
  • Organizational Behavior
  • Occupational Health Psychology

Background:

  • Job dissatisfaction is a long-standing focus in industrial psychology.
  • Existing literature lacks a comprehensive theory on the consequences of job dissatisfaction.
  • Understanding these consequences is crucial for employee well-being and organizational effectiveness.

Purpose of the Study:

  • To review the concept of job dissatisfaction.
  • To argue against the inevitability of specific consequences.
  • To propose a heuristic guide for future research on job dissatisfaction outcomes.

Main Methods:

  • Literature review of job dissatisfaction.
  • Conceptual analysis of psychological and behavioral consequences.

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  • Development of a theoretical framework.

    • Main Results:

    • No single psychological or behavioral outcome is a necessary consequence of job dissatisfaction.
    • The relationship between job dissatisfaction and its consequences is complex and context-dependent.
    • Identified various potential consequences, including reduced performance, increased absenteeism, and psychological distress.

    Conclusions:

    • Future research should adopt a more nuanced approach to studying job dissatisfaction.
    • A heuristic guide is provided to direct empirical investigations.
    • Understanding the variability in consequences is key for developing targeted interventions.