Showing papers on "Core self-evaluations published in 2020"

Linking core self-evaluation to creativity: the roles of knowledge sharing and work meaningfulness

Abstract: Whereas core self-evaluation (CSE) has been proposed as an antecedent of creativity, surprisingly, little research has examined it. Extending prior research on CSE, this study investigates when and how CSE relates to creativity. Drawing on the approach/avoidance theoretical framework (Elliot & Thrash, 2002), we propose that employee’s knowledge sharing behavior serves as a mechanism that links CSE to creativity. We further examine the positive moderating effect of work meaningfulness as an activator of the approach tendencies of high-CSE employees. We tested our hypotheses using two-wave multi-source data from a sample of 200 researchers and their supervisors. The results fully supported our hypotheses, and offered both theoretical implications and practical implications.

Job crafting mediates how empowering leadership and employees’ core self-evaluations predict favourable and unfavourable outcomes

Abstract: Based on job crafting theory and workplace resources theories, the present study develops a model of both antecedents and consequences of job crafting. We hypothesized subordinates’ perceptions of empowering leadership and core self-evaluations influence employee job crafting behaviours, which subsequently influence four outcomes: improving three employee well-being outcomes, (a) work-family enrichment, (b) flourishing, and (c) life satisfaction; and simultaneously reducing the organizational outcome of (d) deviant behaviours. Three-waves of data over nine months were collected from U.S. full-time employees (n = 276). Results showed empowering leadership and core self-evaluations positively related to expansive/approach forms of job crafting behaviours, which in turn related to the three different well-being outcomes. However, job crafting did not affect employee deviant behaviour. Instead, empowering leadership and core self-evaluations directly predicted less deviant behaviour. With the imputed data, we also found job crafting had a significant but weak relationship with deviant behaviour. These findings provide an integrated understanding of how and why employees engage in job crafting, and the important influence that job crafting has on employees’ subjective well-being. The present study advances leadership and job crafting theories, providing practical recommendations for promoting employee well-being and decreasing undesirable behaviours in the form of workplace deviance.

Bad bosses and self-verification: The moderating role of core self-evaluations with trust in workplace management

Abstract: Who responds most strongly to supervisor social undermining? Building on self-verification theory (Swann, 1983, 1987), we theorize that employees with positive views of the self (i.e., higher core self-evaluations [CSEs]) who also maintain higher trust in workplace management are more likely to experience heightened stress and turnover intentions when undermined. We argue that this subset of employees (high CSE, high trust) are more likely to feel misunderstood when undermined by their supervisor and that this lack of self-verification partially explains their stronger responses to supervisor undermining. We find initial support for the first part of our model in a study of 259 healthcare workers in the United States and replicate and extend our findings in the second study of 330 employees in the United Kingdom. Our results suggest that the employees Human Resources often wishes to attract and retain—employees with high CSE and high trust in workplace management—react most strongly to supervisor social undermining.

Personality traits of core self-evaluation as predictors on clinical decision-making in nursing profession.

Abstract: Core self-evaluation (CSE) is a theory that includes four personality dimensions: self-esteem, self-efficacy, locus of control and emotional stability. CSE proved to be a significant predictor of the research on cognitive, emotional and behavioral responses across various situations in the workplace. The aim of this study was to examine the relationship between personality traits of the core self-evaluation and clinical decision-making in nurses' profession. A cross-sectional design was applied. Data was collected with standardized instruments: Core Self-Evaluation Scale and Clinical Decision-Making Nurses Scale, 584 nurses have participated in the study. Correlation and hierarchical regression analysis were used to test the relations and prediction of variables. The findings of the study revealed that there is a significant positive relationship between overall core self-evaluation and nurses' clinical decision-making, and there is a significant contribution of self-esteem, self-efficacy and locus of control on all dimensions of clinical decision, especially in the area of canvassing of objectives and values. Nurses with high CSE have positive self-views and tend to be confident in their ability and they also feel in control while performing nursing interventions, whereas those with low CSE tend to have fewer accessible positive resources and are more prone to risk aversion.

Challenge Stressors, Work Engagement, and Affective Commitment Among Chinese Public Servants:

Abstract: Drawing on the transactional theory of stress and the person–situation interactionist perspective, we theorize that the indirect effect of challenge stressors on affective commitment through work e...

The Relationship between Core Self-Evaluations and Affective Commitment

Abstract: Core self-evaluations (CSE), a broad personality construct, has recently generated a great deal of research attention. However, while CSE has been found to be related to numerous relevant work outcomes (e.g., job satisfaction and job performance) and appears to be growing in its theoretical importance to the understanding of behavior at work, its relationship to Affective Commitment (AC) has not been investigated. Our results demonstrated that while CSE and AC are indeed related that, in order to fully understand this relationship, both job satisfaction and perceived job characteristics must also be considered since both fully mediate the CSE – AC relationship.

A Time-Lagged Examination of the Greenhaus and Allen Work-Family Balance Model.

Abstract: The work-family interface is a compelling topic that calls into question labor market dynamics and work processes, together with important social and family composition changes. The present study aimed at examining the antecedents of Work-Family Balance (WFB) in Italy consistent with Greenhaus and Allen’s (2011) conceptual model in which the characteristics of work and family roles have an indirect impact on work-family balance through Work-Family Conflict (WFC) and Work-Family Enrichment (WFE), and where job and family satisfaction are considered as predictors of WFB. A total of 568 workers participated in a time-lagged correlational study, filling a questionnaire. The theoretical model was tested by assessing the mediating role of job and family satisfaction as well as related antecedents, conflict, and enrichment between the family and work contexts, through Structural Equation Modeling (SEM). The results partially confirmed the theoretical model: work-to-family enrichment and work-to-family conflict predicted family satisfaction, which also mediated their association with WFB. The results in the family-to-work direction did not support the initial research hypotheses. The hypotheses about associations between demands and resources, conflict and enrichment in both directions, and of the moderating role of core self-evaluations were partially confirmed. The results highlighted that organizations need to carry out periodic assessments of WFC and WFE, in order to provide benefits and resources, to reduce conflict, and increase enrichment, through proper interventions (training activities, professional development, mentoring, and forms of flexibility).

Organizational support and employee thriving at work: exploring the underlying mechanisms

Abstract: The purpose of this paper is to investigate whether perceived organizational support for strength use (POSSU) predicts employee thriving at work and the underlying mechanisms that explain this relationship.,The analysis is based on data from an online, time-lagged survey of 209 employees. Latent moderated structural equations (LMS) method was used to test the mediating role of job crafting and meaningfulness and the moderating role of core self-evaluation (CSE) in the organizational support-employee thriving relationship.,POSSU has a direct, positive relationship with employee thriving at work. Moreover, this relationship is fully mediated by employees' job crafting (as an agentic work behavior) and meaningfulness (as a resource produced at work). In addition, contextual factor of POSSU synergistically interacts with individual characteristic of CSE to foster thriving at work.,Based on a time-lagged survey, causal relationships cannot be drawn from this study. Results point to future research that can incorporate specific types of work climate and organizational practices in a multilevel design to investigate how context at team, unit and organizational levels impact employee thriving.,The study results highlight the importance of fostering employee thriving at work by implementing organizational practices that create supportive, innovative and meaningful workplaces. Management needs to pay close attention to develop a supportive organizational climate geared to identifying, developing and utilizing employees' strengths.,This study provides theoretical explanations and empirical tests on the mechanisms linking organization support and employee thriving based on the socially embedded model of thriving.

Examining the Effects of Core Self-Evaluations and Perceived Organizational Support on Academic Burnout Among Undergraduate Students

Abstract: Academic burnout is a prevalent issue that has debilitating effects on students and refers to the phenomena of long-term fatigue and loss of interest in schoolwork, and is characterized by a student's lack of engagement, dulled emotions, and feelings of helplessness. This survey-based study examined the predictive ability of two popular constructs in organizational psychology research, core self-evaluations, and perceived organizational support, to explain students' academic burnout. Extending the Job Demands-Resources model and Conservation of Resources theory to the university context, the study investigated whether core self-evaluations and perceived organizational support would similarly predict burnout for 199 undergraduate students in a university setting as they do employees in work settings. Confirmatory factor analysis was employed to assess the factor structure of the variables, and moderated multiple regression was employed to test the hypotheses. Results indicated that that core self-evaluations and perceived organizational support were individually strong predictors of burnout, and that perceived organizational support had a small moderating effect on the core self-evaluations-burnout relationship. Implications and potential applications of these results are discussed as a means to mitigate the negative effects of academic burnout experienced by so many college students.

Core self-evaluations, self-leadership, and the self-serving bias in managerial decision making: A laboratory experiment

Abstract: The self-leadership construct has received great attention from scholars over the last 40 years due to its capacity to influence personal effectiveness. However, despite strongly influencing individuals’ self-efficacy, performed studies did not determine whether self-leadership is connected, and how, with the Core-Self Evaluation (CSE) trait—a complex personality disposition based on self-efficacy, self-esteem, locus of control, and emotional stability—that has been found impacting decision-making processes within organizations. Moreover, it has not been identified whether individuals with a high level of self-leadership are more prone to be victims of some cognitive biases in decision-making processes, such as the internal attribution of successes and external attribution of failures (i.e., Self-Serving Bias, SSB) that are usually led by the strong belief of individuals in their own capacities. The outlined gaps can be substantiated by the following two research questions: “How is self-leadership related with CSE?” and “How does self-leadership influence the attribution of successes/failures?”. To answer these questions, the following were identified and analyzed for 93 executives: (i) the tendency in the attribution of successes and failures, (ii) the CSE, and (iii) their self-leadership level. Results show that: (i) a high level of CSE is connected with high levels of self-leadership; (ii) high levels of self-leadership bring individuals to the internal attribution of successes and external attribution of failures. This work reinforces the stream of (the few) studies that considers a high level of CSE and self-leadership as not always being desirable for managerial decision-making processes and consequent performance. This paper aims to enrich the debate concerning the relations between, on the one hand, self-leadership and, on the other hand, personality traits between self-leadership and decision making.

Leaders under pressure : time pressure and state core self-evaluations as antecedents of transformational leadership behaviour

Abstract: This study examines situational antecedents of transformational leadership by (a) studying the effect of time pressure on the emergence of transformational leadership behaviours, and (b) examining ...

Exploring the influence of core-self evaluations, situational factors, and coping on nurse burnout: A cross-sectional survey study.

Abstract: Stress has become an inherent aspect of the nursing profession. Chronically experienced work stress can lead to burnout. Although situational stressors show a significant influence on burnout, their power to predict the complete syndrome is rather limited. After all, stressors only exist "in the eye of the beholder". This study aimed to explore how individual vulnerability factors such as core-self evaluations and coping, contribute to burnout in relation to situational stressors within a population of hospital nurses. Cross-sectional data was collected in 2014, using five validated self-report instruments: Dutch Core Self Evaluations Scale, Nursing Work Index Revised, Utrecht Coping List, Ruminative Response Scale, and Utrecht Burnout Scale. 219 of the 250 questionnaires were returned. Core-self evaluations, situational factors and coping each contributed significantly to the predictive capacity of the models of the separate burnout dimensions. Core-self evaluations was significantly related to emotional exhaustion. It was suggested that Core-self evaluations might be placed at the initiation of the loss cycle. However, further research is warranted.

Individual-focused transformational leadership and employee strengths use: the roles of positive affect and core self-evaluation

Abstract: Through the lens of affective events theory, this study sought to investigate the associations of individual-focused transformational leadership, namely individualized consideration and intellectual stimulation, with employee strengths use (ESU) and the mediating role of positive affect and the moderating role of core self-evaluation (CSE) in these associations.,The authors collected data by a three-wave research design. Hypotheses were examined with a sample of 178 employees working in various organizations in China.,The results revealed that both individualized consideration and intellectual stimulation have positive relationships with ESU and positive affect partially mediates these two relationships. Contrary to our hypotheses, CSE negatively moderated the relationship of intellectual stimulation with positive affect and the mediational effect of positive affect on the relationship between intellectual stimulation and ESU. However, CSE did not moderate the relationships between individualized consideration, positive affect and ESU.,This study was the first to empirically examine the relationships of individualized consideration and intellectual stimulation with ESU and the mediating effect of positive affect and the moderating effect of CSE on these relationships.

The link between individual factors and salesperson performance in microfinance institutions

Abstract: Article history: Received: April 29, 2020 Received in revised format: April 3

Psychological Demands and Health: An Examination of the Role of Core Self-evaluations in the Stress-Coping Process

Abstract: This study examined the direct and interactive effects of core self-evaluations (CSEs), psychological demands (i.e., quantitative and emotional demands) and coping strategies on mental and physical health in a sample of Argentinian managers. A total of 112 managers completed an online survey on CSEs, psychological demands, coping strategies, mental health, and physical health. First, the results of the hierarchical regression analyses revealed that both quantitative and emotional demands were significant predictors of individuals’ mental and physical health. Second, CSEs were found to significantly explain individuals’ mental health but not their physical health. Third, the findings showed that CSEs moderated the relationship between emotional demands and physical health, suggesting that the negative effects of emotional demands on physical health are greater for those individuals with less positive CSEs. Fourth, the results demonstrated that CSEs moderated the relationship between problem-solving coping and physical health, which suggests that this strategy is more effective when individuals have more positive CSEs. Finally, practical implications, limitations and future lines of research are discussed in this article.

Core self-evaluation, perceived organizational support for strengths use and job performance: Testing a mediation model

Abstract: The purpose of this study was to investigate the relationship between core self-evaluation (CSE) and innovative behavior and the mediating role of perceived organizational support for strengths use (POS for strengths use) in the associations of CSE with job performance, particularly, task performance and employee innovative behavior. A three-wave survey research design was applied to collect data from 157 full-time employees working in various organizations in China. Structural equation modelling was employed to examine our predictions. Results demonstrated that CSE has a positive effect on innovative behavior. More importantly, POS for strengths use significantly and partially mediated the associations of CSE with task performance and innovative behavior. This study contributes to unlocking the “black box” in the relationships between CSE and task performance and innovative behavior by investigating the mediating role of POS for strengths use in these relationships.

Employee Innovation Behavior in Health Care

Abstract: The objective of this research is to analyze the influence of Humble Leadership towards Employee Innovation Behavior. This research Applies the explanatory type with quantitative approach. The sample that used for this research are 100 respondents of Hospital employee. The collection of data that used in this research is the survey who have to answer the questions that are given by the researcher. The result is Analyzed by descriptive analysis and path analysis. The empirical results indicated resources was humble leadership that has an important role construct that has the most significant and significant influence on employee behavior through innovation core selfevaluation. The research in this study is to examine the influence of humble leadership towards the Employee Innovation Behavior. Positive influence of core self-evaluation on employee innovation behavior. Positive influence humble leadership to core self-evaluation. The conceptual framework variable in this study added the constructs by using Humble leadership as independent variables, where the influence of humble leadership behavior on employee innovation through core self-evaluation is important in the future in the healthcare services. Keywords—humble leadership, innovation behavior, core selfevaluation, employee hospital, healthcare services

What Chinese Workers Value: An Analysis of Job Satisfaction, Job Expectations, and Labour Turnover in China

Abstract: This study uses data from the 2012 China Labour-Force Dynamics Survey and 2010-2012 China Family Panel Studies to investigate job satisfaction and job expectations, as well as the association between job satisfaction and job turnover by gender among employees aged 16-65. We find not only that job satisfaction levels are relatively low, with only 46% of workers explicitly satisfied, but also that worker expectations differ significantly from what their jobs actually provide. In particular, many jobs are less interesting than expected, which prevents workers from realizing their perceived potential. This expectation gap is thus a strong determinant of job satisfaction. Men and women have similar levels of job satisfaction, yet based on observables, one would expect women's job satisfaction to be lower than it actually is, thereby lending support to the gender-job-satisfaction paradox encountered in Western studies. In contrast to Western research, we find no link between job satisfaction and job change, an observation we attribute to China's unique Confucian-based work ethic.

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

Abstract: 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 state-owned 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.

Temel Benlik Değerlendirmesinin İş Tatminine Etkisinde Psikolojik İyi Oluşun Aracılık Rolü

Abstract: The aim of this study is to determine the mediating role of psychological well-being in the effect of core self-evaluation on job satisfaction. The data of the research were collected from the employees of a district municipality in Istanbul. The data were obtained from a total of 207 white-collar employees with a convenience sampling method. Confirmatory factor analysis was used to test the validity of the scales. Bootstrap regression analysis was used to determine the mediating role. According to the obtained findings, it was found that psychological well-being played a partial mediating role in the effect of core self- evaluation and job satisfaction on each other. In addition, significant and positive effects were found between core self- evaluation, job satisfaction, and psychological well-being variables. Findings determined in this direction were discussed within the framework of academic literature and various suggestions were made.

Revisiting the Relationship Between Work Role Stress and Employee Outcomes in Indian Organizations: Moderating Role of Core Self-evaluation:

Abstract: The present research was aimed at exploring the effect of work role stressors and core self-evaluation (CSE) on important employee outcomes of job satisfaction, organizational citizenship b...

Transformational leadership and core self-evaluation: The roles of psychological well-being and supervisor-subordinate guanxi

Abstract: Core self-evaluation (CSE) is malleable. However, little is known about leadership qualities for facilitating CSE. This study investigated the mediating role of psychological well-being (PWB) on th...