more likely to be satisfied with their job. Similar to job characteristics, there is more than one explanation for this relationship. It could be that people high in core self-evaluation are attracted to more complex jobs because they see an opportunity for greater intrinsic rewards. However, it could also be the case that those with high core self-evaluations simply perceive higher complexity in their jobs. Judge et al. (2000) measured job complexity using job titles and confirmed both of these explanations; finding that individuals with high core self-evaluations not only perceived higher job complexity, but were also more likely to hold complex jobs, which led to higher job satisfaction. Role of goal congruence Goal congruence also plays a role in influencing the relationship between one's core self-evaluations and the satisfaction one has with one's job. The theory behind goal congruence argues that people who choose self-concordant (i.e., congruent) goals will be happier with the goals they pursue, be more likely to put in effort towards achieving these goals, and, consequently, will be more likely to attain their goals. Self-concordant goals include goals that focus on intrinsic factors. For example, a person pursuing a self-concordant goal will choose a goal that they feel is personally important, and that they will enjoy. On the other hand, goals that are non-self-concordant will focus on more external factors. A person who chooses a non-self-concordant goal will focus on avoiding negative emotions (e.g., anxiety or guilt), satisfying someone else's wishes, or on external rewards, like money. Judge, Bono, Erez, and Locke (2005) found that goal congruence, or choosing self-concordant goals, partially mediates the relationship between core self-evaluations and job satisfaction. The authors explain that individuals with positive self-regard (i.e. high core self-evaluations) believe themselves to be capable and competent and will be less likely to be affected by external factors; thus, they will be more likely to choose self-concordant goals, which will lead to higher satisfaction. On the other hand, individuals with negative self- regard will be susceptible to external factors like anxiety and guilt. These people will be more likely to pursue non-self-concordant goals and will report lower job satisfaction. Job performance Job performance is another consistent and important outcome of core-self evaluations. Many theories have developed regarding how the CSE trait is related to job performance; the most popular of these theories argues that people with high core self-evaluations will be more motivated