people who appraise themselves positively (i.e., rate themselves highly on core self-evaluations) are more likely to be satisfied with their jobs. Additional research has also confirmed that CSE traits can predict job satisfaction over time. People who have positive core-self evaluations are likely to be satisfied with their jobs throughout the duration of their lives spent in the work environment. Job satisfaction is an outcome of core self-evaluations that has become well-established throughout psychological literature. However, Judge et al. (1997) suggest that researchers investigate other variables that may influence this relationship. In response, subsequent literature began to examine the influence of a variety of other constructs on the relationship between core self-evaluations and job satisfaction. Role of perceived job characteristics Job characteristics are attributes of the job that people traditionally find important, including the extent to which they identify with the tasks they are doing (identity), the extent to which they are assigned diverse tasks (variety), extent to which they feel their work affects others (significance), extent to which they receive productive feedback from their job (feedback), and the extent to which they feel they are allowed to make their own decisions at their job (autonomy). These characteristics play an important role in influencing the relationship between an individual's core self-evaluations and their satisfaction with their job. Studies have found that perceived job characteristics partially mediate the relationship between core self-evaluations and job satisfaction. In other words, a person who appraises themselves positively (i.e., has high core self-evaluations) and has acquired a job which encompasses the aforementioned characteristics of identity, variety, significance, feedback, and autonomy, will be more likely to be satisfied with the job. There have been various theoretical explanations for this mediation relationship addressed in the literature. Primarily, it is suggested that the relationship between core self-evaluations, job characteristics, and, thus, job satisfaction can be explained by two possible mediation models. The first model, known as the action mediation model, suggests that individuals' respective levels of core self-evaluations influence the actions they take to obtain work with the proper job characteristics. According to this model, those with high core-self evaluations will be more likely to seek out job environments that allow them to make positive conclusions about their work. In other words, those who have positive appraisals of themselves (i.e. high core self-evaluations) will be more likely to search for and obtain jobs that have the necessary job