Showing papers on "Core self-evaluations published in 2014"
TL;DR: The authors developed and tested an interactionist model governing the degree to which five-factormodel personality traits are related to job performance and found that personality traits were more predictive of performance for jobs in which the process by which the work was done represented weak situations (e.g., work was unstructured, employee had discretion to make decisions).
Abstract: Derived from two theoretical concepts--situation strength and trait activation--we develop and test an interactionistmodel governing the degree to which five-factormodel personality traits are related to job performance. One concept--situation strength--was hypothesized to predict the validities of all of the "Big Five" traits, while the effects of the other--trait activation--were hypothesized to be specific to each trait. Based on this interactionist model, personality--performance correlations were located in the literature, and occupationally homogeneous jobs were coded according to their theoretically relevant contextual properties. Results revealed that all five traits were more predictive of performance for jobs in which the process by which the work was done represented weak situations (e.g., work was unstructured, employee had discretion to make decisions). Many of the traits also predicted performance in job contexts that activated specific traits (e.g., extraversion better predicted performance in jobs requiring social skills, agreeableness was less positively related to performance in competitive contexts, openness was more strongly related to performance in jobs with strong innovation/ creativity requirements). Overall, the study's findings supported our interactionist model in which the situation exerts both general and specific effects on the degree to which personality predicts job performance
512 citations
TL;DR: In this article, the authors investigated the validity of the CAAS with regard to its effects on two indicators of subjective career success (career satisfaction and self-rated career performance) above and beyond the effects of employees' Big Five personality traits and core self-evaluations.
290 citations
TL;DR: In this paper, the authors examined job satisfaction and job stress across 19 higher education systems and applied regression analysis to test whether new public management has impacts on either or both job satisfaction or job stress.
Abstract: This study examined job satisfaction and job stress across 19 higher education systems. We classified the 19 countries according to their job satisfaction and job stress and applied regression analysis to test whether new public management has impacts on either or both job satisfaction and job stress. According to this study, strong market driven countries are in the high stress group and European countries are in the high satisfaction group. The classification implies that market oriented managerial reforms are the main source of academic stress while the high social reputation of academics in their society and academic autonomy are the source of job satisfaction. Our regression analysis also shows that the new public management which is measured by the performance-based manage- ment in this study is the main source of academic job stress. In addition, this study highlighted the higher education systems that are classified as the high satisfaction and high stress group. These countries represent the conflicting nature of current academic society—on the one hand they are satisfied, but on the other they are highly stressful.
223 citations
TL;DR: In this paper, the authors examined the concept of individual readiness to change and the impact of perceived impact of organizational change on its relationship with personality and context characteristics and found that perceived impact mediates the relationship between the pre-change conditions and work attitudes.
Abstract: Purpose – The readiness level may vary on the basis of what employees perceive as the balance between costs and benefits of maintaining a behavior and the costs and benefits of change. The purpose of this paper is to examine the concept of individual readiness to change and the impact of perceived impact of organizational change on its relationship with personality and context characteristics. Design/methodology/approach – In all, 183 employees of a technological company based in Greece completed a questionnaire. This company was implementing a large scale restructuring change project. Findings – The results show that perceived impact of change mediates the relationship between the pre-change conditions and work attitudes and individual readiness to change. Practical implications – Employees who are confident about their abilities they experience high levels of readiness to change and therefore managers may want to examine this variable when selecting people for jobs entailing change. Creating a climate o...
151 citations
TL;DR: In this article, the authors test the model of relationships between dispositional mindfulness, core self-evaluations and life satisfaction in a sample of Chinese adults and find that mindfulness significantly predicted core selfevaluations, and that the paths in the mediation model were not moderated by gender.
139 citations
TL;DR: The authors investigated the effects of demographic characteristics and three sets of individual difference variables (Big Five personality traits, core self-evaluations, and temporal focus) on changes over time in career adaptability and its dimensions.
130 citations
TL;DR: In this article, a causal model is developed to hypothesize how personality trait affects job performance and satisfaction and how job performances and satisfaction simultaneously affect each other, and the theoretical model is empirically validated using data collected.
Abstract: Purpose – This paper aims to test the relationships among three important variables in the management of Chinese employees: personality trait, job performance and job satisfaction. A causal model is developed to hypothesize how personality trait affects job performance and satisfaction and how job performance and satisfaction simultaneously affect each other. Design/methodology/approach – The survey was conducted from October to November 2009. In total, 414 questionnaires were distributed and 392 were returned. Using data collected, the theoretical model is empirically validated. Structural equation modelling using LISREL 8.8 is used to test the causal model. Findings – Job performance and job satisfaction have a bilateral relationship that is simultaneously influential. All Big Five personality traits significantly influence job performance, with agreeableness showing the greatest effect, followed by extraversion. Extraversion is the only personality trait that shows a significant influence over job sati...
121 citations
TL;DR: In this article, the authors present a framework that accords key roles to research on occupational stigma consciousness and the verification of employees' self-views to understand employees' responses to occupational stigmatization.
Abstract: Despite the growing number and importance of service occupations, we know little about how jobholders’ perceptions of societal stigmas of service jobs influence their identification with and attitudes towards work. The present study presents a framework that accords key roles to research on occupational stigma consciousness and the verification of employees’ self-views (i.e. core self-evaluations) to understand employees’ responses to occupational stigmatization. Survey responses from call center employees revealed a negative relationship between occupational stigma consciousness and occupational identification and work meaningfulness and a positive relationship between occupational stigma consciousness and organizational production deviant behaviors for employees who have a positive self-view. Opposite patterns of results surfaced for employees who have a lower positive self-view.
105 citations
TL;DR: This paper examined the role of teaching self-efficacy, perceived stress, self-esteem, and demographic characteristics (age, gender, education, and years of teaching experience) in predicting job satisfaction within a sample of 121 Irish primary school teachers.
Abstract: Purpose – The purpose of this paper is to examine the role of teaching self-efficacy, perceived stress, self-esteem, and demographic characteristics (age, gender, education, and years of teaching experience) in predicting job satisfaction within a sample of 121 Irish primary school teachers. Design/methodology/approach – Survey data were collected from teachers from eight primary schools. Hypotheses were tested using a comparison of means, correlations, and multiple regression. Findings – Results indicated that the predictor variables accounted for 22 per cent of variance in teachers’ job satisfaction. However, only perceived stress was found to explain unique predictive variance, with high levels of occupations stress related to low levels of job satisfaction. Practical implications – Perceived stress should be targeted in efforts to improve teachers’ job satisfaction. Originality/value – The results make an additional contribution to the literature by providing important information on the factors contr...
102 citations
01 Mar 2014
TL;DR: The findings suggest that family incivility is linked to poor performance at work, and psychological distress and core self-evaluation are key mechanisms in the relationship.
Abstract: This study extends the stress literature by exploring the relationship between family incivility and job performance. We examine whether psychological distress mediates the link between family incivility and job performance. We also investigate how core self-evaluation might moderate this mediated relationship. Data from a 2-wave study indicate that psychological distress mediates the relationship between family incivility and job performance. In addition, core self-evaluation moderates the relationship between family incivility and psychological distress but not the relationship between psychological distress and job performance. The results hold while controlling for general job stress, family-to-work conflict, and work-to-family conflict. The findings suggest that family incivility is linked to poor performance at work, and psychological distress and core self-evaluation are key mechanisms in the relationship.
98 citations
TL;DR: Core self-evaluation had effects on burnout and coping style was a mediating factor in this relationship among Chinese nurses, therefore the improvement of coping strategies may be helpful in the prevention of burnout among nurses, thus enhancing professional performance.
Abstract: Objectives
This study aimed to determine the potential association between core self-evaluation and the burnout syndrome among Chinese nurses, and the mediating role of coping styles in this relationship.
Methods
A cross-sectional survey was conducted in Shenyang, China, from May to July, 2013. A questionnaire which consisted of the Maslach Burnout Inventory-General Survey (MBI-GS), the Core Self-Evaluation Scale (CSE), and the Simplified Coping Style Questionnaire (CSQ), was completed by a total of 1,559 nurses. Hierarchical linear regression analyses and the Sobel test were performed to determine the mediating role of coping styles on the relationship between CSE and burnout.
Results
Nurses who had higher self-evaluation characteristics, reported less emotional exhaustion and cynicism, and higher professional efficacy. Coping style had a partial mediating effect on the relationship between CSE and the burnout syndrome among nurses.
Conclusions
Core self-evaluation had effects on burnout and coping style was a mediating factor in this relationship among Chinese nurses. Therefore, the improvement of coping strategies may be helpful in the prevention of burnout among nurses, thus enhancing professional performance.
TL;DR: This study demonstrated the importance of personality, in particular of Core Self-Evaluations, to explain email overload, and strongly indicates that email overload is not only related to productivity but also to burnout and work engagement.
TL;DR: In this paper, a research model that investigates work engagement as a mediator of the effect of core self-evaluations on work-family facilitation and family-work facilitation is presented.
Abstract: Purpose – This article aims to develop and test a research model that investigates work engagement as a mediator of the effect of core self-evaluations on work-family facilitation and family-work facilitation Design/methodology/approach – The relationships were tested via structural equation modeling using data collected from a sample of full-time frontline hotel employees with a time lag of two weeks in Turkey Findings – The results suggest that work engagement functions as a full mediator of the impact of core self-evaluations on work-family facilitation and family-work facilitation Specifically, frontline employees with positive core self-evaluations are highly engaged in their work, and therefore, are capable of integrating their work (family) and family (work) roles successfully Practical implications – Management of the hotels can utilize the core self-evaluations scale to hire the right person in frontline service jobs They should invest in high-performance work practices (ie training and re
TL;DR: The results suggest that nurses' job satisfaction is influenced by a combination of individual and contextual factors demonstrating utility in considering both sources of nurses' satisfaction with their work in creating effective nursing work environments.
TL;DR: The authors investigated the impact of core self-evaluations on job satisfaction, with a primary focus on confirmation of the mediator role of career commitment, and found that both career commitment and core selfevaluations were significantly correlated with job satisfaction.
Abstract: The present study investigated the impact of core self-evaluations on job satisfaction, with a primary focus on confirmation of the mediator role of career commitment. Three hundred and twelve male soldiers completed the Core Self-Evaluations Scale, the Minnesota Satisfaction Questionnaire, and The Chinese Career Commitment Scale. The results revealed that both career commitment and core self-evaluations were significantly correlated with job satisfaction. Structural equation modeling indicated that career commitment partially mediated the relationship between core self-evaluations and job satisfaction. The final model also revealed a significant path from core self-evaluations to job satisfaction through career commitment. The findings extended prior reports and shed light on how core self-evaluations influence job satisfaction; this provides valuable evidence on promoting job satisfaction in non-commercial organizations.
TL;DR: This paper found that conscientiousness and core self-evaluation are two follower characteristics that moderate the negative relationship between ethical leadership and workplace incivility, and data from employees of a U.S. public school district supported their predictions.
Abstract: Although prior work has shown that employees with ethical leaders are less likely to engage in deviant or unethical behaviors, it is unknown whether all employees respond this way or to the same extent. Drawing on social learning theory as a conceptual framework, this study develops and tests hypotheses suggesting that two follower characteristics--conscientiousness and core self-evaluation--moderate the negative relationship between ethical leadership and workplace incivility. Data from employees of a U.S. public school district supported our predictions. Implications and future research directions are discussed
TL;DR: Zhang et al. as mentioned in this paper examined the positive affect and person-job fit of team members and the effect of their sense of well-being on their job performance, and found that the employees' positive affect had a positive effect on both their sense-of-well-being and job performance.
Abstract: Our aims in this study were to examine the positive affect and person-job fit of team members and the effect of their sense of well-being on their job performance. Participants were 212 employees of 10 life insurance companies in Taiwan. We developed a survey to measure employees’ positive affect, person-job fit, well-being, and job performance. Results showed that the employees’ positive affect had a positive effect on both their sense of well-being and job performance, there was a highly significant positive correlation between person-job fit and well-being, and both well-being and person-job fit had positive effects on job performance. In addition, individuals’ positive affect may have directly affected the quality of their job performance and well-being through the indirect effect of the quality of job performance, and person-job fit may have directly affected the quality of job performance, and indirectly affected the quality of job performance through well-being. Therefore, we suggested that managers should emphasize employee positive affect to increase individual employee sense of well-being, thus synchronizing job demands and individual capabilities to improve job performance.
TL;DR: It is found that a path exists from self-reflection to subjective well-being through self-insight and positive core self-evaluations, and this path model was found to be a good fit.
Abstract: Central to many psychological schools of thought is the notion that self-reflection leads to self-insight which, in turn, leads to enhanced well-being. However, empirical research has found that although self-insight is typically associated with well-being, self-reflection is frequently not associated with self-insight or well-being. Past attempts to understand this conundrum have tended to focus on the role of ruminative self-refection. Using a different approach this study investigates the roles of dysfunctional attitudes and positive core self-evaluations. Using data from 227 participants, two key findings are reported: first, dysfunctional attitudes suppress the relationship between self-reflection and self-insight; and second, positive core self-evaluations mediate the relationship between self-insight and subjective well-being. These two findings imply that a path exists from self-reflection to subjective well-being through self-insight and positive core self-evaluations. This path model was found to be a good fit. Implications for future research and positive psychological practice are discussed.
TL;DR: In this article, the authors investigated the direct lagged relationship between job insecurity, coping resources (job control, social support, and optimism), and employees' work- (vigor at work and job satisfaction) and family-related outcomes (work-family enrichment).
Abstract: Job insecurity (threat of job loss) is widespread and becomes a permanent phenomenon for a lot of employees. Based on the response of 926 Finnish employees, this study investigated the direct lagged relationship between job insecurity, coping resources (job control, social support, and optimism), and employees’ work- (vigor at work and job satisfaction) and family-related outcomes (work-family enrichment). Particular interest was in the moderating role of job control, support, and optimism in the job insecurity–employee outcome relationship. Our analyses of three-wave longitudinal data, collected in 2008, 2009, and 2010, showed that job control was the strongest lagged buffer against job insecurity in relation to vigor at work. In addition, social support longitudinally buffered against the negative effects of job insecurity on job satisfaction and vigor at work. However, optimism did not function as a buffering factor in any of the tested models.
01 Feb 2014
TL;DR: In this paper, the authors investigated the validity of the CAAS with regard to its effects on two indicators of subjective career success (career satisfaction and self-rated career performance) above and beyond the effects of employees' Big Five personality traits and core self-evaluations.
Abstract: The Career Adapt-Abilities Scale (CAAS) measures career adaptability as a higher-order construct that integrates four psychosocial resources of employees for managing their career development: concern, control, curiosity, and confidence. The goal of the present study was to investigate the validity of the CAAS with regard to its effects on two indicators of subjective career success (career satisfaction and self-rated career performance) above and beyond the effects of employees' Big Five personality traits and core self-evaluations. Data came from a large and heterogeneous sample of employees in Australia (N = 1723). Results showed that overall career adaptability positively predicted career satisfaction and self-rated career performance above and beyond the Big Five personality traits and core self-evaluations. In addition, concern and confidence positively predicted the two indicators of subjective career success. The findings provide further support for the incremental validity of the CAAS.
TL;DR: This article found that core self-evaluation may not only prompt a person to acquire more job-related knowledge but also inspire employees' intrinsic motivation for their jobs and indirectly help the person think of creative ideas at work.
TL;DR: In this article, the authors provide a clear picture and investigate the relation between job satisfaction and self-efficacy experienced by general employees and teachers, as it rises through literature review.
Abstract: The main aim of the present study is to provide a clear picture and investigate the relation between job satisfaction and self-efficacy experienced by general employees and teachers, as it rises through literature review. There seems to be no consensus about how job satisfaction should be defined, as the definition depends on the research subject and on each individual’s priorities. During the past decades, many different theories and models of job satisfaction have been developed. In addition, different factors that are likely to have an influence on job satisfaction have been distinguished, as well as several consequences emerging from job satisfaction. In addition, the concept of self-efficacy has been defined in many different ways. In general, an educator is conceived as one of the most important persons responsible for shaping a nations’ future. The review shows that schools must pay more attention to improving teacher’s job satisfaction and self-efficacy, investigating and enhancing those factors which promote teachers’ job satisfaction and personal efficacy. Moreover, the current review provides information about instruments to measure teacher’s job satisfaction and self-efficacy. The review shows that different factors of teachers’ job satisfaction are related and have a positive influence on different factors of teachers’ efficacy. Implications and suggestions for future empirical research of findings are drawn as well.
TL;DR: Investigation of the impact of core self-evaluations on the academic burnout of university students mainly focused on the confirmation of the mediator role of life satisfaction, and indicated that life satisfaction partially mediated the relationship between coreSelfevaluations and academic burn out.
Abstract: Background
Academic burnout refers to students who have low interest, lack of motivation, and tiredness in studying. Studies concerning how to prevent academic burnout are rare.
Objective
The present study aimed to investigate the impact of core self-evaluations on the academic burnout of university students, and mainly focused on the confirmation of the mediator role of life satisfaction.
Methods
A total of 470 university students accomplished the core self-evaluation scale, Satisfaction with Life, and academic burnout scale.
Results
Both core self-evaluations and life satisfaction were significantly correlated with academic burnout. Structural equation modeling indicated that life satisfaction partially mediated the relationship between core self-evaluations and academic burnout.
Conclusions
Core self-evaluations significantly influence academic burnout and are partially mediated by life satisfaction.
TL;DR: In this article, the authors investigated whether trait changes drive peoples' changing attitudes, a mechanism called maturation of work attitudes, and found significant associations between traits and attitudes at the beginning of the career, and mean-level changes in Big Five traits (i.e., increases in Agreeableness and Conscientiousness and decreases in Neuroticism) in the direction of greater functional maturity.
Abstract: Summary
As employees grow older, do their attitudes regarding work change over time? Can such long-term changes be understood from a personality development perspective? The present study addressed these fundamental questions by tracking 504 young professionals' work attitudes (i.e., job satisfaction and work involvement) and Big Five personality traits over the first 15 years of their professional career. We specifically investigated whether trait changes drive peoples' changing attitudes, a mechanism we called maturation of work attitudes. Latent change models first indicated significant associations between traits and attitudes at the beginning of the career, and mean-level changes in Big Five traits (i.e., increases in Agreeableness and Conscientiousness and decreases in Neuroticism) in the direction of greater functional maturity. Although no significant mean-level changes in work attitudes were observed, results regarding correlated change indicated that variability in attitude change was related to variability in trait change and that this indeed signaled a maturational process. Finally, reciprocal effect estimates highlighted bidirectional relations between personality and attitudes over time. It is discussed how these results (i) provide a better understanding of potential age effects on work-related attitudes and (ii) imply a revision of the traditional dispositional approach to attitudes. Copyright © 2013 John Wiley & Sons, Ltd.
TL;DR: In this article, the effects of congruence between personality and task-demands on job satisfaction was examined based on the idea that employees become distressed when asked to perform activities that require trait elevations inconsistent with their own.
TL;DR: Job characteristics predicted job satisfaction, as well as stress and depression, among South African white collar workers, suggesting work related factors, such as interpersonal relations and organisational culture, may better predict mental health in work settings.
Abstract: This study investigated the influences of job characteristics on job satisfaction, stress and depression among South African white collar workers. Participants were managers in full-time employment with large organisations. They completed the Job Diagnostic Survey, the Perceived Stress Scale and the Beck Depression Inventory. A regression approach was used to predict job satisfaction, stress and depression from job characteristics. Job characteristics (skill variety, task identity, task significance, autonomy and feedback) predicted job satisfaction, as well as stress and depression. Job characteristics are weak predictors of perceived stress and depression. Work related factors, such as interpersonal relations and organisational culture, may better predict mental health in work settings.
TL;DR: Both person–vocation fit and core self-evaluation can affect the career commitment of medical university students, while job satisfaction and state anxiety play mediating roles.
Abstract: Background
How the career commitment of medical university students can be improved is an underinvestigated topic.
TL;DR: In this article, the authors tried to identify the causes and effect of job stress on employee's behaviors, attitudes and their willingness towards achieving goals and efficiency by conducting a questionnaire to find out the association between role conflicts, role ambiguity, work overload and job stress and furthermore between job stress, turnover intention and job satisfaction on the basis of regression analysis.
Abstract: When the level of stress increases from the resources and coping abilities possessing by someone then results can be unfavorable both for employees and organization because stress is a crucial factor influencing both performance and work in organizations. In this new era of proficiency, the job stress is a very important considerable matter at work place. That’s why this research will extensively focus on the impact of work overload, role conflict and role ambiguity on job stress and further the effect of job stress on job satisfaction and also on turnover intention. This research will try to identify the causes and effect of job stress on employee’s behaviors, attitudes and their willingness towards achieving goals and efficiency. A questionnaire (in which scales were consisting of twenty six items) is prepared to find out the association between role conflicts, role ambiguity, work overload and job stress and furthermore between job stress, turnover intention and job satisfaction on the basis of regression analysis. The results shows that between the variables there are very significant relationships are present. Role ambiguity, role conflict, work overload, and turnover intention have positive correlation with job stress but between job stress and job satisfaction there is negative correlation and there is also a negative correlation among job satisfaction and turnover intention. The scales and instruments are taken from the standard sources. The research results are valuable for a large number of companies, institutes and different departments to improve their productivity, to know the employees behaviors and for the welfare of both employees and organizations. For training oriented organizations research results have practical implications.
TL;DR: Although CSE contributes directly to participation and life satisfaction, it also has a unique role in increasing individuals' motivation to pursue goals, which also predicts participation andlife satisfaction.
Abstract: Objective The objective of the study was to evaluate a motivational model of core self-evaluations (CSE), hope (agency and pathways thinking), participation, and life satisfaction in persons with spinal cord injuries. Design A cross-sectional, correlational design with path analysis was used to evaluate the model. Participants 187 adults with spinal cord injuries participated in this study. Results The results indicated an excellent fit between the data and the proposed model. Specifically, CSE was found to directly predict agency and pathways thinking, participation, and life satisfaction. CSE was also found to indirectly predict participation and life satisfaction through agency thinking. Conclusions Although CSE contributes directly to participation and life satisfaction, it also has a unique role in increasing individuals' motivation to pursue goals, which also predicts participation and life satisfaction. Counseling interventions should be multifaceted and address the components of CSE to increase hope, participation, and life satisfaction.
TL;DR: In this article, the authors examined the extent to which job satisfaction mediates this relationship in a sample of 367 professional drivers and found that shared time pressure at the organizational level was negatively related to job satisfaction and self-reported health but not to sickness absence.
Abstract: Job stressors at the occupational level have become a relevant issue in the field of stress research. Along these lines, the Healthy Work Organization model and the Job Demands–Control model have emphasized the relevance of job stressors defined as a collective construct such as time pressure. Nevertheless, empirical evidence on the potential negative outcomes associated with time pressure as a collective phenomenon and the mechanisms underlying these relationships is lacking. The Healthy Work Organization model posits work adjustment (e.g., job satisfaction) to be a potential mediating variable in the link between shared time pressure at the organizational level and poor health. This study examined the extent to which job satisfaction mediates this relationship in a sample of 367 professional drivers. Findings indicated that shared time pressure at the organizational level was negatively related to job satisfaction and self-reported health but not to sickness absence. Additionally, job satisfaction media...