Core Self-evaluations Research Articles

Measurement Impact of Core Self-Evaluation on Job Outcomes and The Role of Organizational Socialization

Measurement Impact of Core Self-Evaluation on Job Outcomes and The Role of Organizational Socialization

Do core self‐evaluations mitigate or exacerbate the self‐regulation depletion effect of leader injustice? The role of leader‐contingent self‐esteem

AbstractThis study investigates how an employee's core self‐evaluation (CSE) affects their self‐regulation depletion in response to leader injustice. To reconcile the conflicting predictions of CSE reported in the existing leadership and justice literature, we propose and test a self‐esteem contingency model for CSE, drawing on the self‐determination theory (SDT) account of the self‐regulatory process. We hypothesize that when an employee's CSE is heavily contingent on the leader's approval and recognition (denoted as high‐level leader‐contingent self‐esteem), CSE facilitates a controlled form of self‐regulation in response to leader injustice, leading to self‐regulation depletion. Conversely, when one's CSE is less contingent on the leader's approval (denoted as low‐level leader‐contingent self‐esteem), self‐regulation facilitated by CSE in the presence of leader injustice is less of controlled, reducing the likelihood of self‐regulation depletion. Our results and implications from three studies consistently supported our main hypothesis regarding the three‐way interaction of leader injustice, CSE and leader‐contingent self‐esteem, as well as highlighting the potential downside of a follower's self‐esteem being overly reliant on their leader's treatment.

Unraveling the Pathways to Creative Performance: The Serial Mediation of Career Optimism and Career Commitment Between Core Self-Evaluation and Employee Creative Performance in the IT Sector

Organizations seeking to innovate and gain a competitive edge must unleash creative potential in the workplace. The current study is aimed at assessing the serial mediation of career optimism and career commitment in the relationship between core self-evaluation (CSE) and employee creative performance. 458 employees from the IT sector participated in the study belonging to Rawalpindi and Islamabad. Data was collected using adopted questionnaires. SPSS PROCESS Macro was used for data analysis. The findings showed that individuals with higher levels of CSE also had higher levels of career optimism, which affects their commitment to their careers. Consequently, higher levels of career commitment have a positive impact on their ability to produce creative work. These findings highlight the need of taking career optimism and career commitment into account as sequential mediators of CSE's influence on creative performance. Furthermore, this work provides the door for future research into the underlying mechanisms and the examination of new aspects that could add to the complex dynamics of creativity.

Does positive coping style alleviate anxiety symptoms after appearing problematic smartphone use for generation Z adolescents? The mediating role of state core self-evaluation

Does positive coping style alleviate anxiety symptoms after appearing problematic smartphone use for generation Z adolescents? The mediating role of state core self-evaluation

Predictors of Protean Career for Millennial Workers: The Impact on Career Resilience and Career Satisfaction

A contemporary career model, the protean career has offered an alternative for career development in the workplace, especially for the millennials. This study aims to analyze the core self-evaluation and emotional intelligence as the predictors of protean career and the impacts on career resilience and career satisfaction. Online survey from 260 millennials who work in various industries were analyzed to develop an integrative career model, by using partial least square structural equation modelling (PLS-SEM). The results of the study indicated core self-evaluation and emotional intelligence as predictors that have a significant effect on protean careers. In addition, the research found the significant effect of protean career on career resilience, also the significant effect of career resilience on career satisfaction. This study contributes to the development of career literature through a contemporary approach that emphasizes the individual role in career development. This study also provides managerial implications, where managers need to consider emotional intelligence in the recruitment process and encourage employees’ ability to evaluate themselves for career success. Keywords: Core self-evaluation, emotional intelligence, protean career, career resilience, career satisfaction

Predicting well-being at work during Covid-19: Examining the incremental validity of core self-evaluations and the mediating effect of perceived strengths use

The Covid-19 pandemic affected work dynamics across economies, creating a need to map which individual and job-related resources organizations should rely on to support their workforce in dealing with challenging job demands, while preserving positive levels of performance and well-being. The current study is carried out with this purpose and empirically tests whether core self-evaluations play a relevant role over proactive personality in predicting occupational well-being, operationalized through thriving at work. Results from a sample of N = 94 incumbents from different jobs and organizations, surveyed during the fourth wave of the pandemic, revealed that core self-evaluations yield a significant contribution to predicting thriving, over proactive personality. Mediation analyses showed that core self-evaluations impact upon this criterion via perceived strengths use, both directly and indirectly, when the effects of proactive personality are accounted for. Major implications for human resources management in the Covid-19 pandemic and analogous work crises are discussed.

A cross-lagged longitudinal investigation of the relationship between stigma and job effectiveness among employees with HIV.

Growing diversity in the workforce has compelled scholars and managers to create inclusive organizational environments for employees who belong to marginalized groups. Yet, little is known about how employees with stigmatized medical conditions manage their job demands. In this article, we examine the role of stigma associated with human immunodeficiency virus (HIV) in shaping the ability of employees with HIV to contribute to their organizations. Drawing on stigma and emotions literatures, we investigate the influence of HIV stigma on job effectiveness (i.e., in-role performance and organizational citizenship behaviors) through the mediated paths of fear and shame. We further examine whether a psychological (i.e., core self-evaluation [CSE]) and a physiological (i.e., CD4 cell count, defined as the biological indicator of HIV severity) factor would moderate these mediating relationships at the first and second stages, respectively. Using a sample of 225 employees with HIV surveyed across three measurement periods with a time lag of 3 months, we found support for the dual-stage moderated mediation model linking HIV stigma and job effectiveness via shame under lower (vs. higher) levels of CSE and CD4 cell count. By contrast, we did not find evidence for the mediating role of fear. Implications of our findings for theory and practice are discussed. (PsycInfo Database Record (c) 2022 APA, all rights reserved).

Structure and Sources of Core Self-Evaluations: Construct Validation Using Multi-Rater and Genetically Informative Designs

Self-efficacy, internal locus of control, self-esteem and emotional stability are characterized by substantial theoretical overlap and empirical associations. In previous research, these four characteristics were frequently suggested to represent a common personality construct referred to as core self-evaluations (CSE). However, neither the structure of the construct CSE has been sufficiently validated nor its genetic and environmental sources examined, so far. The current study bridges this gap. Applying multitrait-multirater analyses of 2377 self- and 1176 informant-reports, we found substantial common variance beyond self-rater specificity, item specificity and random measurement error. Furthermore, using genetically informative data from 1146 twins, we investigated common and specific genetic and environmental sources of variance in the four characteristics. Common variance was substantially attributable to additive genetic and nonshared environmental influences, which were mediated by a higher-order latent variable. The results support the validity of the construct’s hierarchical structure with a common latent core trait accounting for the covariance between the four characteristics. Beyond nonshared environmental components specific to the four characteristics, nonadditive genetic sources accounted for common variance in self-efficacy and internal locus of control, whereas specific additive genetic factors explained variance in emotional stability, implying that these characteristics also include divergently valid aspects of personality.

Grit as a mediator between core self-evaluations and mental health complaints: The moderating role of workload

The present study focuses on the possible mediating effect of the grit concept in the relationship between core self-evaluations and mental health complaints. It also examines the moderating role of workload in the relationship between core self-evaluations and grit. The data was collected online from a convenience sample of 224 employees (55.4% females) and analyzed with PROCESS macro. The results brought support to the moderated mediation model in which grit partially mediates the relationship between core self-evaluation and mental health complaints, and workload moderates the relationship between core self-evaluation and grit. Overall, our results emphasize the positive impact of core self-evaluations and grit on health complaints while highlighting the boost effect of workload.

Grit’s Incremental Validity over Non-Cognitive Predictors of Job-Relevant Outcomes

This study analyzes grit's validity in predicting several work-relevant outcomes (in-role performance, counter-productive work behaviors, job satisfaction) over the Five-Factor Model, and core self-evaluations. Hierarchical regression analyses were used in order to estimate grit's incremental validity over the canonical five-factor dimensions and core-self-evaluation. Findings indicate that grit does not explain significant amounts of variance in job-related outcomes.

The influence of stressful life events on procrastination among college students: multiple mediating roles of stress beliefs and core self-evaluations.

Few studies have documented the relationship between stressful life events and procrastination, which is a prevalent and troubling problem among college students. In this regard, the current study examined the association between stressful life events and procrastination through potential mediating effects of stress beliefs and core self-evaluations. A cross-sectional design was carried out and data were collected from a total of 794 Chinese college students with measures of stressful life events, core self-evaluations, stress beliefs, and procrastination. Stressful life events was positively associated with procrastination in college students. Stress beliefs and core self-evaluations played multiple mediating roles in this relationship. The study provided a novel perspective of finding the possible causes of procrastination in college students and highlighted the roles of stress beliefs and core self-evaluations.

Predictors of Psychological Strain and Allostatic Load in Teachers: Examining the Long-Term Effects of Biopsychosocial Risk and Protective Factors Using a LASSO Regression Approach.

Teacher stress significantly challenges teachers' health, teaching quality, and students' motivation and achievement. Thus, it is crucial to identify factors that effectively prevent it. Using a LASSO regression approach, we examined which factors predict teachers' psychological strain and allostatic load over two years. The study included 42 teachers (28 female, Mage = 39.66, SD = 11.99) and three measurement time points: At baseline, we assessed teachers' (a) self-reports (i.e., on personality, coping styles, and psychological strain), (b) behavioral data (i.e., videotaped lessons), and (c) allostatic load (i.e., body mass index, blood pressure, and hair cortisol concentration). At 1- and 2-year follow-ups, psychological strain and allostatic load biomarkers were reassessed. Neuroticism and perceived student disruptions at baseline emerged as the most significant risk factors regarding teachers' psychological strain two years later, while a positive core self-evaluation was the most important protective factor. Perceived support from other teachers and the school administration as well as adaptive coping styles were protective factors against allostatic load after two years. The findings suggest that teachers' psychological strain and allostatic load do not primarily originate from objective classroom conditions but are attributable to teachers' idiosyncratic perception of this environment through the lens of personality and coping strategies.

How to Develop 21st Century Skills in Students: The Role of LEGO Education

The concept of “21st century skills” emerged in response to the challenges of the modern era. The Partnership for 21st Century Skills (P21) was a pioneering force in this movement and developed the Framework for 21st Century Learning in the early 2000s (Shi et al., 2016). In 2012, the U.S. National Research Council issued a report titled Education for Life and Work: Developing Transferable Knowledge and Skills in the 21st Century, which marked a new direction for educational reform and development in the U.S. and provided valuable insights for nations worldwide. The report identified three domains of competence that comprise 21st century skills: cognitive, intrapersonal, and interpersonal. Each domain consists of several clusters of relevant competencies. The cognitive domain includes cognitive processes and strategies, knowledge, and creativity. The intrapersonal domain encompasses intellectual openness, work ethic/conscientiousness, and positive core self-evaluation. The interpersonal domain is divided into two clusters: teamwork and collaboration, and leadership (National Research Council, 2012). Developing these skills is not only crucial for personal growth and achievement, but also essential for the progress of society as a whole. Therefore, individuals and educational institutions should prioritize the cultivation of 21st century skills in today’s rapidly evolving social and economic environment.

Influence of core-self evaluation on academic burnout among Pakistani university students: mediating role of life satisfaction

Influence of core-self evaluation on academic burnout among Pakistani university students: mediating role of life satisfaction

Abusive supervision and deviance behaviors in the hospitality industry: The role of intrinsic motivation and core self-evaluation

Workplace deviance poses a significant challenge in the hospitality and tourism industries. Based on conservation of resources theory, we develop a model proposing relationships between abusive supervision and frontline employees' deviant behaviors via their intrinsic motivation and core self-evaluation. We validate it with two surveys targeting 200 and 600 hotel frontline employees. Results confirm the detrimental impacts of abusive supervision on frontline employees’ deviant behaviors and the helpful mediating and moderating impacts of their intrinsic motivation and core self-evaluation. Courses of action are proposed to reduce the various human and financial costs at the individual, organizational, social and societal levels.

Impact of Leader’s State of Core Self-Evaluation on Task Complexity: A Quantitative Analysis

This study aims to explore the association between a leader's State of Core Self-Evaluation and the complexity of tasks assigned to them. Previous research on this topic has established a strong foundation for the conceptual framework and hypotheses used in this study. A quantitative approach was employed, utilizing an adapted questionnaire to gather data from 141 organizational leaders holding various positions in the banking sector. Statistical analysis of the data demonstrates that a leader's core self-evaluation is positively linked to task complexity. This implies that when leaders believe they possess the necessary abilities and skills to handle a task, their cognitive skills improve, leading to efficient task completion. Conversely, when leaders perceive a task as complex, they may exhibit avoidance behaviour and refrain from attempting to complete the task. These findings are useful in assessing leaders' performance under different levels of task complexity, particularly in a demanding work environment. Policymakers can also benefit from this research in understanding what triggers leader behaviour when task complexity increases. The results of this study align with previous research, indicating that a leader's State of Core Self-Evaluation and task complexity are crucial considerations in the field of management.

Barriers to employment for young adult central nervous system tumor survivors: The role of career readiness and core self-evaluations

BACKGROUND: Although the majority of childhood cancer survivors make successful transitions to adulthood, research suggests that a significant group experiences ongoing medical concerns, such as psychological distress, that significantly impact the achievement of crucial social roles including employment. OBJECTIVE: The purpose of this study was to examine the relationship between career decision making, core self-evaluations, and perceived internal and external barriers to employment in a sample of young adult central nervous system tumor survivors. METHOD: A sample of 110 young adult survivors of pediatric central nervous system tumors was surveyed. Mediation analysis with structural equational modeling was used to correlate a number of different measures (Career Decision Making [CTI], Perceived Employment Barriers [PEB], and Core-Self Evaluations [CSE]). RESULTS: The presence of both significant direct and indirect effects of career decision making on perceived employment barriers implied that there was a partial mediating effect of core self-evaluations on the association between career readiness and employment barriers. CONCLUSION: Career decision-making is a robust construct that can be applied to young adult central nervous system tumor survivors in effort to gain more insight into the vocational psychological factors that impact career development and employment in this group. Core self-evaluations was found to be a mediator between career decision making and perceived career barriers.

Job search intentions and job attainment are self-regulated: Prospective analysis of the effects of self-efficacy, self-consciousness and core self-evaluations

The purpose of the present study was to extend the results of previous research exploring the paths between variables of the theory of planned behaviour and job attainment. The theory of planned behaviour assumes that attitude, subjective norm and self-efficacy contribute to intention, which in turn determines behaviour and, finally, an outcome. Regarding job attainment, several moderators and several antecedents were identified, but the possible role of self-efficacy was neglected. In addition to examining its role, we also consider one of its possible antecedent (i.e. core self-evaluations) and whether private self-consciousness moderates the path between job search self-efficacy and job search intention. Scales measuring these variables were administered to a sample of 141 jobseekers, including 57 men and 84 women, most of them being between 45 and 54 years ( n = 42) or between 35 and 44 years ( n = 34). Results corroborate that core self-evaluations are related to job search self-efficacy and that private self-consciousness moderates the path between job search self-efficacy and job search intention, but in an unexpected way. Core self-evaluations are also directly related to job attainment. Results are discussed with reference to the literature and their practical implications.

Core self-evaluations and job embeddedness: Influences on career adaptability and work engagement in Nigerian public sector employees

This study examined the mediation effect of job embeddedness and the moderating effect of core self-evaluation in the relationship between career adaptability and work engagement among a sample of 387 employees of 12 local government areas of Nigeria (female = 42.89%, male = 57.11%; with bachelor’s degrees = 35.66%, below bachelor’s degrees = 64.34%). Data were collected using standardised measures of job embeddedness, core self-evaluation, career adaptability, and work engagement at two-time points in two months. Following regression analyses, results indicated that career adaptability was higher with work engagement and job embeddedness. Core self-evaluation moderated the direct effect of career adaptability on employee work engagement and the indirect effect of career adaptability on employee work engagement via job embeddedness, thereby increasing work engagement. The findings suggest career adaptability as a critical resource for employee work engagement with job embeddedness and positive core self-evaluations.

Assessing the impact of human–robot collaborative order picking systems on warehouse workers

Robotisation is increasing in warehouse operations, but human employment continues to be relevant. Traditionally manual activities, such as order picking, are being re-designed into collaborative human–robot tasks. This trend exemplifies the transition towards a human-centric Industry 5.0, focusing on synergy instead of seeking human replacement. However, human workers are increasingly hard to recruit and retain. We contribute to the underrepresented literature on human factors within the domain of operations and production management research and investigate the deployment of robotic technologies alongside human workers in a sustainable way. With a unique real-effort experiment, we investigate how the manipulation of picker’s experienced levels of autonomy affects their job satisfaction and core self-evaluations, two key behavioural outcomes that determine employee turnover intentions. We establish that the introduction of human–robot collaboration positively affects job satisfaction for the contrasting collaboration dynamics of (i) gaining control (the human leading the robot) and (ii) ceding control (the human following the robot). This positive effect is larger when the human is following the robot. We additionally find that following the robot positively affects pickers’ self-esteem and that self-efficacy related to human–robot interaction benefits from the introduction of collaborative robotics, regardless of the setup dynamics.