Role Of Core Self-evaluations Research Articles

The role of core self-evaluation, indecisiveness and erroneous beliefs about possessions in hoarding

The role of core self-evaluation, indecisiveness and erroneous beliefs about possessions in hoarding

Workplace Jealousy: The Role of Core Self-evaluation and Organizational Justice as Predictors of Jealousy among Egyptian Women Employees

Workplace Jealousy: The Role of Core Self-evaluation and Organizational Justice as Predictors of Jealousy among Egyptian Women Employees

The Role of Core Self-Evaluation as a Moderator in the Relationship between Perceived Parental Support and Career Adaptability among University Students from Papua Region

The Role of Core Self-Evaluation as a Moderator in the Relationship between Perceived Parental Support and Career Adaptability among University Students from Papua Region

The role of core self-evaluations and ego-resiliency in predicting resource losses and gains in the face of the COVID-19 crisis: the perspective of conservation of resources theory.

The purpose of the present study was to investigate, through the lens of conservation of resources theory, the predictive role of 2 positive personality traits in the form of core self-evaluations (CSE) and ego-resiliency (ER) in resource losses and gains triggered by the COVID-19 crisis. The 2 personality traits, constituting positive person-related resources, were examined in relation to resource losses and gains in both general and distinct life domains: hedonistic and vital, spiritual, family, economic and political, and finally power and prestige. The findings from a nationwide sample of 1000 working adults (65% women; age M±SD 38.93±10.9 years) indicated that CSE negatively predicted resource losses, whereas ER served as a positive predictor of resource gains. The predictive role of personality traits was demonstrated both for resource losses and gains in general and in different life domains. The results of this study highlight in particular the role of CSE as a protective factor of resource losses, and the role of ER as a promotive factor of resource gains, suggesting that both traits might evoke divergent resilience responses when facing prolonged stressful life events. Int J Occup Med Environ Health. 2023;36(4):551-62.

Examining The Role of Core Self Evaluation and Learning Goal Orientation in Determining Individual Ambidexterity

Examining The Role of Core Self Evaluation and Learning Goal Orientation in Determining Individual Ambidexterity

The impact of despotic leadership on emotional exhaustion: mediating role of dehumanisation and moderating role of core self-evaluation

The impact of despotic leadership on emotional exhaustion: mediating role of dehumanisation and moderating role of core self-evaluation

Well-being of Polish university students after the first year of the coronavirus pandemic: The role of core self-evaluations, social support and fear of COVID-19.

BackgroundThe SARS-CoV-2 pandemic represents an unprecedented situation in the most recent history. It has had a number of negative consequences for individuals and for whole societies. Individual effects of the pandemic include not only loss of life and of physical health, but also deteriorated quality of life.ObjectiveThis study examines the effect of core self-evaluations (CSE), social support and fear of COVID-19 on the well-being of university students in Poland during the COVID-19 pandemic.MethodsWe conducted an online survey on a nationwide group of 1,000 students of Polish universities. The survey was carried out between 1 and 15 March 2021. The respondents filled out the following set of tools: World Health Organization Quality of Life Scale, Core Self-Evaluations Scale, Multidimensional Scale of Perceived Social Support and The Fear of COVID-19 Scale.ResultsThe findings showed that core self-evaluations (CSE) were significantly positively associated with well-being in each of the four domains studied: physical health (r = 0.519), psychological (r = 0.763), social relationships (r = 0.465) and environment (r = 0.496). Similarly, social support correlated positively with physical health (r = 0.277), psychological health (r = 0.306), social relationships (r = 0.552) and environment (r = 0.496). Fear of COVID-19 correlated negatively with well-being in the domain of physical health (r = 0.188), in social relationships (r = 0.042) and with regard to the environment (r = 0.071), the correlations were weak. However, the relationship between fear of COVID-19 and well-being in the psychological domain was not confirmed.ConclusionThe findings point to the significant role of CSE and the role of social support in the perceived quality of life of young people during the pandemic. They provide valuable data concerning individuals who are particularly vulnerable to the adverse psychological effects at the time of the pandemic. They also prove that research conducted to explore other factors protecting individual well-being in difficult situations, including that of the pandemic, should be continued.

Job insecurity and psychological well-being: The moderating roles of self-perceived employability and core self-evaluations

This study examined the relationship between job insecurity and psychological well-being of bank sector employees and the role of core self-evaluations and self-perceived employability in that relationship. Employing a two-wave panel design, we surveyed 259 casual employees of commercial banks in Southeast, Nigeria (female = 72%; mean age =35.83 years, SD = 4.70 years, range = 27 to 47 years). Regression analysis revealed higher job insecurity to predict lower psychological well-being with lower self-perceived employability. Core self-evaluations did not influence the relationship between job insecurity and psychological well-being among the casual bank employees. Self-employability may have a less well recognised personal asset of employees with job tenure uncertainty.

广西乡村中学教师社会支持与工作压力的关系：核心自我评价的完全中介作用

广西乡村中学教师社会支持与工作压力的关系：核心自我评价的完全中介作用

大学生平衡的时间洞察力对主观幸福感的影响——核心自我评价的中介作用

大学生平衡的时间洞察力对主观幸福感的影响——核心自我评价的中介作用

Work–family conflict affects job insecurity: The mediating role of core self-evaluation

We investigated the impact of work–family conflict on job insecurity according to conservation of resources theory, and examined the mediating role of core self-evaluation in this relationship. In addition, we investigated if men and women show differences in their levels of work–family conflict. Participants were 378 employees of a stateowned enterprise in China, and we analyzed the data using correlation analysis and the bootstrapping method. Results show that work–family conflict was positively correlated with job insecurity and negatively correlated with core self-evaluation, with men experiencing greater work–family conflict than women did. Further, core self-evaluation was negatively correlated with job insecurity, and also mediated the relationship between work–family conflict and job insecurity. We have used conservation of resources theory to broaden understanding of job insecurity. Suggestions are provided for ways managers can alleviate employees' job insecurity.

Role of Core Self Evaluation and Acquired Motivations in Employee Task Performance

The study developed and tested a model to examine the influence of personality traits and motivational needs on task performance behavior of university teachers in Pakistan. Using convenience sampling technique, 650 structured questionnaires were administered to faculty members in Pakistani universities. The findings showed that core self evaluations influence acquired-motivational needs that is need for power has positive impact on task performance behaviors than need for achievement, whereas need for affiliation has no impact on task performance behavior. This study has added to existing literature by introducing motivational needs as an important facilitator in the link between core self-evaluations and task performance behavior. This is among first studies that has incorporated core self-evaluations within the acquired needs framework particularly in the Asian context. Major implications of the study were also discussed.

Mentorship quality and mentors’ work-to-family positive spillover: the mediating role of personal skill development and the moderating role of core self-evaluation

This research examined the influence of mentorship quality on work-to-family positive spillover (WFPS) of mentors by focusing on the mediating role of personal skill development and the moderating role of core self-evaluations (CSEs). The findings based on a survey study of 187 formal Chinese mentors indicated that the positive linkage between mentorship quality and WFPS is mediated by personal skill development. In addition, the influences of mentorship quality on personal skill development is stronger for mentors whose CSE is high rather than low. These results evidence that a formal mentoring program has positive impacts on the family life of mentors in an Eastern setting.

Factors influencing work engagement and its impact on task performance

This article aims to develop and test a research model that explores and investigates the role of core-self evaluations, pro-active personality and leader-member exchange as the influencers of work engagement and its impact on task performance. The relationships were tested via structural equation modelling using data collected from a sample of program analysts from IT sector with special reference to TIDEL Park, Coimbatore. The findings indicate that all the identified influencers namely core-self evaluations, pro-active personality and leader-member exchange have emerged as significant influencers of work engagement (R2 = 0.69). Furthermore, work engagement had a significant impact on task performance (R2 = 0.50). Special focus and initiatives have to be harnessed on having good leader member-exchange and recruiting employees who are proactive and who have core-self evaluations as they have shown significant impact on work engagement and hence task performance. Organisations must focus on creating and establishing these influencers in the workplace since it leads to employees being engaged and consequently task performance. Implications for theory and practice are discussed.

Antecedents of protean and boundaryless career orientations: The role of core self-evaluations, perceived employability and social capital

Research on protean and boundaryless career orientations has explored their consequences for individuals and organizations while largely ignoring their key antecedents. Our paper address this omission by exploring three potential antecedents of contemporary careers - core self-evaluations (CSEs), social capital and perceived employability. Findings from a longitudinal study of university students transitioning into the labour market support the role of these constructs as antecedents of both career orientations. An exception is the negative direct effect of CSEs on boundaryless career orientations; but there are positive indirect effects via perceived employability. Our paper offers one of the first longitudinal studies identifying and empirically exploring the role of antecedents of protean and boundaryless career orientations. It also contributes to establishing the conceptual and empirical distinctions between the two orientations.

The Relationship between Feedback Message and Outcomes: The Role of CSE, LMX and Feedback Acceptance

본 연구는 피드백 메시지 특성과 직무 관련 성과 변인들 간의 관계를 밝히고자 하는 목적으로 수행되었다. 구체적으로 피드백 메시지의 특성 중 피드백 유용성과 긍정/부정 피드백이 직무만족 및 경력발전에 어떠한 과정을 통해 작용하는지를 규명하고자 하였다. 이를 위해 먼저 피드백 특성들이 직무만족과 경력발전에 미치는 영향을 검증하고, 이관계에 있어 피드백 수용도라는 매개변수가 어떻게 매개 역할을 하고 있는지를 확인하고자 하였다. 이에 더하여 개인차 변인인 핵심자아평가(Core Self-Evaluations) 및 리더십 변인인 상사부하 관계의 질이 어떤 조절 효과를 수행하는지를 검증하고자 하였다. 이를 위한 자료는 국내 9개 기업의 근로자 241명으로부터 수집하였다. 연구결과를 정리하면 다음과 같다. 먼저 피드백 특성과 결과 변인들 간의 관계는 대체로 가설과 일치하였다. 구체적으로 살펴보면, 첫 번째 피드백 특성인 피드백 유용성은 피드백 수용도, 직무만족과 정(+)의 관계인 것으로 나타났다. 두 번째 피드백 특성인 긍정 피드백은 피드백 수용도, 직무만족, 경력발전과 모두 정(+)의 관계인 것으로, 세 번째 피드백 특성인 부정적 피드백은각 결과변인들과 유의한 관계를 가지지 못하는 것으로 나타났다. 다음으로 피드백 수용도의 매개효과에 관한 검증 결과는 다음과 같다. 피드백 유용성과 직무만족 간 관계, 긍정 피드백과 직무만족, 경력발전 간 관계에 대해서는 피드백 수용도가 매개 역할을 수행하는 것으로 나타났다. 마지막으로 조절효과와 관련한 검증 결과는 다음과 같다. 상사부하 관계의 질이 선행변인들과 피드백 수용도 간 관계에 미치는 조절효과는 유의하지 않았던 반면 핵심자아평가(CSE)의 조절효과는 일부를 제외하고 유의한 것으로 나타났다. 논의에서는 이와 같은 연구 결과를 토대로 이론적 의의 및 실무에 적용할 수 있는 시사점과 한계, 향후 연구 과제를 제시하였다.This article examines the impact of feedback messages, particularly the utility and type of feedback on employee job satisfaction and career progress. We investigated the effects of feedback acceptance as a mediating variable and the effects of CSE (core self-evaluation) and LMX (Leader-Member Exchange) as moderating variables on feedback acceptance. Data used for empirical analysis was collected from 241 employees across nine Korean companies located in Seoul. Results showed that positive feedback was positively related to feedback acceptance, job satisfaction and career progress and that the utility of feedback was positively related to feedback acceptance and job satisfaction. Negative feedback was significant in mediating and outcome factors. The results also indicated that feedback acceptance mediated the relationship between the utility of feedback, positive feedback and job satisfaction. Moreover, the moderating effects of CSE on feedback messaging and feedback acceptance are statistically significant, but those of LMX not. The higher the CSE level of subordinates, the more likely the subordinates were to accept negative feedback. This study contributes to the feedback process literature by verifying the effect of CSE and LMX variables as moderators and of feedback acceptance as a mediator. The implications, limitations and directions for future research are discussed.

New publications and relevance to practice

Working mothers’ emotional exhaustion from work and care: The role of core selfevaluations, mental health, and control

大学生社交焦虑对生活满意度的影响：核心自我评价的中介作用

大学生社交焦虑对生活满意度的影响：核心自我评价的中介作用

Leader-Member Quality Relationship, Perceived Organizational Support and Employee Voice Behavior: Moderating Role of Core Self-Evaluation

Abstract— The purpose of this research is to investigate the impact of relational exchange and individual differences on the employee voice. In the light of social exchange theory, the present study proposed the relationship between Leader-member quality relationships and employee voice. This study explains ‘how’ this relationship establishes and ‘why’ this relationship keeps carrying on. It has been proposed that perception of organizational support mediates the association between leader-member quality relationships and employees’ promotive and prohibitive voice behaviors. Moreover, personality trait is another important factor which is inseparable from developing perceptions and behaviors. The perceptions about organizational support and the strength of raising voice can be highly predictable by individual’s personality traits. So, this study has undertaken core self-evaluation as personality trait and explores people having different core self-evaluation (CSE) shows different strengths for promotive and prohibitive voicing based on leader-member quality relationships (LMQR) and perceived organizational support (POS). 
 
 Index Terms-- Leader-member relationship, perceived organizational support, employee voice, core self-evaluation and social exchange theory

호텔 고객접점직원들의 조직정치지각과 고객언어폭력에 대한 대처 : 삶만족에 영향을 미치는 감정고갈에 있어서 핵심자기평가의 역할

호텔 고객접점직원들의 조직정치지각과 고객언어폭력에 대한 대처 : 삶만족에 영향을 미치는 감정고갈에 있어서 핵심자기평가의 역할