characteristics and will consequently have high job satisfaction. The action mediation model also explains that an individual high in core self-evaluations may take more action to alter the characteristics of a job he or she has already obtained. For example, high core self-evaluation individuals may be more likely to seek feedback than low core self-evaluation individuals and, thus, will perceive higher levels of feedback at their job and higher job satisfaction. The second model, the perception mediation model, suggests that individuals with high core self-evaluations will be more likely to perceive higher levels of the appropriate job characteristics than individuals with low core self-evaluations. For example, those low in the CSE trait will likely perceive less job autonomy and thus, have lower job satisfaction because they believe outside forces control their lives. On the other hand, those high in the CSE trait will likely perceive higher job autonomy because they believe they control their own environment and will, consequently, also perceive higher job satisfaction. Lastly, a 2009 study by Stummp et al. expands on previous research of the core self-evaluation, job characteristic, and job satisfaction mediation relationship by examining which job characteristic is most important for this link. This study found that task significance had the strongest influence on the relationship between core self-evaluations and job satisfaction. Using the perception mediation model, this suggests that people high in core self-evaluations will perceive their job as more important to others and, therefore, will be more satisfied. On the other hand, this study acknowledged that another explanation could be that those with high core self-evaluations are confident in their actions and will seek out more ambitious goals, which will lead to higher perceived meaningfulness, and later, higher job satisfaction. This is the explanation the action mediation model would suggest. More than likely, it is a combination of the two models that explains the role of job characteristics in the relationship between core self-evaluations and job satisfaction. Role of job complexity The job characteristic studies primarily focus on perceived job characteristics, which are measured subjectively. Nevertheless, it has also been shown that objective measures of job characteristics, such as how challenging a job is (i.e., job complexity) can also influence the relationship between core self-evaluations and job satisfaction. Specifically, job complexity partially mediates the relationship between core self-evaluations and job satisfaction, such that a high CSE individual with a complex job will be