Abstract
The study aims to examine the relationship between Core self-evaluation on employee’s outcomes (Work engagement, Work Success and Intention to leave) with moderation role of mentorship. The study investigates the relationship in Pakistani environment, particularly the employees in public sector universities of twin cities (Rawalpindi & Islamabad) of Pakistan. Data was collected through the questionnaire distributed among the 440 employees of different universities in capital city (Rawalpindi and Islamabad) of Pakistan. The responses obtained, their assessment done, passed through the statistical programs by using SPSS (23 version) to obtain the findings. Descriptive statistical methods (e.g. frequency, average, standard deviation) have been utilized during the appraisal of the data. The consequences explored that CSA is intensely linked to employee’s outcomes, the current research also empirically investigated that mentorship has moderating effect in the relationship between CSA and employee’s outcomes. This research is amongst those rare studies conducted in Pakistani environment that have inspected effect of CSA on employee’s outcome and also inspected the moderating effect of mentorship between the relationship of core self-evaluation and employee’s outcomes.
Highlights
Organizations are gradually taking interest in developing their employee’s personality because without getting the assistance of highly motivated employees/ workers it is very difficult and challenging to obtain the organizations required objectives/ outcomes and to fulfill the organization’s needs and objectives/ goals (Dai, Hou, & Zhuang, 2019; Tran et al, 2020; Hsieh & Huang, 2017)
Core self-evaluation is significant because they represent a personality trait that will be consistent over time
The current study investigated that core self-evaluation have adverse association with intention to leave (H3) which is supported
Summary
Organizations are gradually taking interest in developing their employee’s personality because without getting the assistance of highly motivated employees/ workers it is very difficult and challenging to obtain the organizations required objectives/ outcomes and to fulfill the organization’s needs and objectives/ goals (Dai, Hou, & Zhuang, 2019; Tran et al, 2020; Hsieh & Huang, 2017). According to the researcher supervisor behavior (mentor) increases the employees engagement in work and help in success, On the other hand low core self-evaluation employees under bad supervision (mentors) show deviance behavior and increase the intention to leave (McKay; Frieder; Brees; & Martink, 2017; Shin & Grant, 2019). All these positive outcomes (higher work engagement and work success, and decrease the intention of leave the organization) of employee’s personality/ trait (core self-evaluation) are great importance at individual level and organizational level as well. It can be concluded that these all outcomes are great importance for organizations in today’s global business world
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